Dear Sir/Madam,
I have recently joined an organization, working in the recruitment department. My issue is that I am unsure why my candidates do not show up for interviews even after confirming multiple times. I am concerned that I may be lacking in certain skills. Could you please advise me on this matter? Additionally, I would appreciate it if you could suggest alternative methods, aside from using a database, to source potential candidates.
Thank you.
From India, Bangalore
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I have recently joined an organization, working in the recruitment department. My issue is that I am unsure why my candidates do not show up for interviews even after confirming multiple times. I am concerned that I may be lacking in certain skills. Could you please advise me on this matter? Additionally, I would appreciate it if you could suggest alternative methods, aside from using a database, to source potential candidates.
Thank you.
From India, Bangalore
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One better way is to not push candidates to come for an interview. Be professional, share the requirements, and ask them to come for an interview if they seem like a good fit. The more you follow up with the candidates, the more they may feel that this job opening is less desirable.
Thanks,
Regards
From India, Delhi
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3Thanks,
Regards
From India, Delhi
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When you schedule the interview, please make sure that you receive an acknowledgment email from the candidate confirming their attendance. This way, we can avoid incorrectly assuming that the candidate will show up for the interview.
Thanks,
Ashwin Chakravarthi
From India, Hyderabad
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Thanks,
Ashwin Chakravarthi
From India, Hyderabad
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I even take acknowledgement from candidates but still they back out at last.. any more suggestion to avoid this.. Regards Sakshi Gupta
From India, Meerut
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From India, Meerut
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To ensure that the candidate is genuinely interested, you can share your contact number with him/her and ask them to check the emails for venue details. Do not send the venue details until the candidate calls you back, saying he/she has not received the venue or contact person details. This way, you can gauge the interest level of the candidate.
Additionally, when having the initial conversation with candidates before scheduling them, you can inquire about their plans on the day of the interview. Ask if they can take leave or adjust their schedule before or after office hours. This will help us understand the candidate's priorities and identify any critical situations that may prevent them from attending the interview.
Regards,
Komal Bowlekar
From India, Mumbai
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Additionally, when having the initial conversation with candidates before scheduling them, you can inquire about their plans on the day of the interview. Ask if they can take leave or adjust their schedule before or after office hours. This will help us understand the candidate's priorities and identify any critical situations that may prevent them from attending the interview.
Regards,
Komal Bowlekar
From India, Mumbai
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I am facing problem that My candidates go for the interview but I don’t why I failed to follow up and co-ordinate with Hr
From India, Delhi
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From India, Delhi
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After reading many conversations on this topic and with my experience in recruitment, I am sharing this:
1. After gaining 1+ year of experience, everyone looks for a salary hike and the best work environment.
2. Candidates attend interviews not only for a salary hike but also for the work environment.
3. Candidates who work in companies below level-3 always seek the best in everything. They lack complete commitment to their current company's rules and policies. They simply accept offers from other companies, serve a 30-45 days notice period, and confidently start looking for new opportunities. I believe you understand why I mentioned confidence in the previous point. When they already have an offer, they negotiate for a higher salary. This is why 70% of candidates reject job offers.
4. Furthermore, employees show offers to their current company and demand a higher salary.
5. Subsequently, after accepting an offer, candidates inquire about the work nature, job security, and other aspects. If they find any discrepancies, they back out.
There are more criteria, but the above-mentioned are major ones.
Thanks, friends.
From India, Hyderabad
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1. After gaining 1+ year of experience, everyone looks for a salary hike and the best work environment.
2. Candidates attend interviews not only for a salary hike but also for the work environment.
3. Candidates who work in companies below level-3 always seek the best in everything. They lack complete commitment to their current company's rules and policies. They simply accept offers from other companies, serve a 30-45 days notice period, and confidently start looking for new opportunities. I believe you understand why I mentioned confidence in the previous point. When they already have an offer, they negotiate for a higher salary. This is why 70% of candidates reject job offers.
4. Furthermore, employees show offers to their current company and demand a higher salary.
5. Subsequently, after accepting an offer, candidates inquire about the work nature, job security, and other aspects. If they find any discrepancies, they back out.
There are more criteria, but the above-mentioned are major ones.
Thanks, friends.
From India, Hyderabad
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