Hi All,
I request all the Recruiters should share their recruitment experience in this particular discussion, which will help us to avoid committing mistakes while scheduling candidates for interviews. As per my experience which I have gone through, I have suggested some facts every recruiter should follow. Please share your contributions.
Recruitment Facts
1. While talking to candidates over the phone, don't compel any candidates to attend the interview. If a candidate is really interested, surely he or she will attend the interview; otherwise, whatever benefits we mention regarding the job, candidates won't respond, finally resulting in a waste of time and cost.
2. After giving an introduction about the job description to candidates over the phone, check their oral response (words and tone they exchange) carefully. This feedback will give you an idea of whether candidates will turn up for the interview or not.
3. After talking with the candidate regarding the job over the phone, initially showing some sort of interest, but thereafter not continuously picking up the call for more than 3 times indicates the candidate's unwillingness to attend the interview.
4. A candidate who fails to keep the interview appointment more than 3 times shows he or she is not seriously looking for a job change. It is wise to avoid this type of candidate.
5. Sometimes recruiters may schedule 20 to 30 candidates for a particular week drive. Finally, only 2 or 3 candidates turn up for the interview. It doesn't mean the recruiter's fault or ineffectiveness in keeping up with the candidates on the drive. Candidates fail to attend the interview because of various reasons (personal, unplanned commitments, etc.). Recruiters should not feel dissatisfied if they get few candidates for the weekly drive. To avoid this situation, recruiters should always schedule more candidates.
6. Look for new candidates always, don't rely on an existing candidate who is making delays in coming for the interview. Give 3 chances to every candidate. If he or she fails to attend the interview more than thrice, it is necessary to avoid further rescheduling.
7. Ask the candidate frankly whether he or she is really interested in attending the interview. Through this question, we can get realistic and straightforward feedback from candidates, which will help recruiters save time and know the candidates' opinion at the instance.
8. As recruiters, we are providing jobs to candidates; there is no need to please them if candidates fail to attend the interview even after chances have been given to them. Let's look for candidates who are in need of a job. Be bold and optimistic. Surely, we can get qualified candidates.
Have a good day.
Thanks and Regards, Saravanan
From India, Madras
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I request all the Recruiters should share their recruitment experience in this particular discussion, which will help us to avoid committing mistakes while scheduling candidates for interviews. As per my experience which I have gone through, I have suggested some facts every recruiter should follow. Please share your contributions.
Recruitment Facts
1. While talking to candidates over the phone, don't compel any candidates to attend the interview. If a candidate is really interested, surely he or she will attend the interview; otherwise, whatever benefits we mention regarding the job, candidates won't respond, finally resulting in a waste of time and cost.
2. After giving an introduction about the job description to candidates over the phone, check their oral response (words and tone they exchange) carefully. This feedback will give you an idea of whether candidates will turn up for the interview or not.
3. After talking with the candidate regarding the job over the phone, initially showing some sort of interest, but thereafter not continuously picking up the call for more than 3 times indicates the candidate's unwillingness to attend the interview.
4. A candidate who fails to keep the interview appointment more than 3 times shows he or she is not seriously looking for a job change. It is wise to avoid this type of candidate.
5. Sometimes recruiters may schedule 20 to 30 candidates for a particular week drive. Finally, only 2 or 3 candidates turn up for the interview. It doesn't mean the recruiter's fault or ineffectiveness in keeping up with the candidates on the drive. Candidates fail to attend the interview because of various reasons (personal, unplanned commitments, etc.). Recruiters should not feel dissatisfied if they get few candidates for the weekly drive. To avoid this situation, recruiters should always schedule more candidates.
6. Look for new candidates always, don't rely on an existing candidate who is making delays in coming for the interview. Give 3 chances to every candidate. If he or she fails to attend the interview more than thrice, it is necessary to avoid further rescheduling.
7. Ask the candidate frankly whether he or she is really interested in attending the interview. Through this question, we can get realistic and straightforward feedback from candidates, which will help recruiters save time and know the candidates' opinion at the instance.
8. As recruiters, we are providing jobs to candidates; there is no need to please them if candidates fail to attend the interview even after chances have been given to them. Let's look for candidates who are in need of a job. Be bold and optimistic. Surely, we can get qualified candidates.
Have a good day.
Thanks and Regards, Saravanan
From India, Madras
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Dear Saravanan,
You made a valid point about a common occurrence in the recruitment process that often goes unacknowledged. Your suggestions for solutions are valuable and can truly assist recruiters.
It is essential for all recruiters to take this issue seriously and share their diverse perspectives to address and minimize such challenges in the recruitment process.
Thanks,
Sagar
From India, Pune
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You made a valid point about a common occurrence in the recruitment process that often goes unacknowledged. Your suggestions for solutions are valuable and can truly assist recruiters.
It is essential for all recruiters to take this issue seriously and share their diverse perspectives to address and minimize such challenges in the recruitment process.
Thanks,
Sagar
From India, Pune
Acknowledge(0)Amend(0)
Dear Saravanan,
I call candidates for interviews, but only 1 out of 20 turn up for the interview. I would like to mention that ours is a startup company with less awareness in the job market. I have been trying various methods such as posting on Naukri, using consultants, placing job advertisements in newspapers for walk-ins, and even sending out mass emails. However, very few candidates turn up for the interview. Even if they are selected, they often decline the job offer, leaving me back at square one. Please advise on how to improve the candidates' interview turnout and acceptance rate.
Nitu
From India, Vadodara
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5I call candidates for interviews, but only 1 out of 20 turn up for the interview. I would like to mention that ours is a startup company with less awareness in the job market. I have been trying various methods such as posting on Naukri, using consultants, placing job advertisements in newspapers for walk-ins, and even sending out mass emails. However, very few candidates turn up for the interview. Even if they are selected, they often decline the job offer, leaving me back at square one. Please advise on how to improve the candidates' interview turnout and acceptance rate.
Nitu
From India, Vadodara
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