After continuously following up with the candidates, they are not showing up for the interview. On the other hand, Automation is at its peak. If the candidates continue with such an attitude, the day is not far when companies will rely more on machines rather than human resources. What do you think about this?
From India, Gurgaon
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From India, Gurgaon
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Machines can replace humans in many jobs, but not every job can be done by machines. The human factor behind the machine is crucial. It is important to make jobs attractive enough to draw people in. Currently, job opportunities are limited, and if there is a lack of applicants, it may indicate issues within the organization. It is essential to identify the possible reasons for the lack of interest and take appropriate action.
From India, Pune
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3180From India, Pune
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"Man behind the machine is more important," I totally agree. But there will be only one man behind multiple machines. We will lose employment opportunities.
How can I make a job attractive?
It is not about job posting, sir. It is about the seriousness among the candidates. People are not taking job opportunities seriously. There is nothing wrong from the organization's end; it is contributing to society by creating job opportunities. The problem is people are applying but not turning up for the interview.
Regards, Rajesh
From India, Gurgaon
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How can I make a job attractive?
It is not about job posting, sir. It is about the seriousness among the candidates. People are not taking job opportunities seriously. There is nothing wrong from the organization's end; it is contributing to society by creating job opportunities. The problem is people are applying but not turning up for the interview.
Regards, Rajesh
From India, Gurgaon
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The problem is that people are applying but not turning up for the interview.
Examine the position, pay scale, and related aspects of working conditions and compare them with similar positions and organizations. Is there any discernible difference? Presently, jobs are tight, and there should be no real reason for a vacancy to remain unfilled. Examine all aspects and see whether changes need to be made.
From India, Pune
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Examine the position, pay scale, and related aspects of working conditions and compare them with similar positions and organizations. Is there any discernible difference? Presently, jobs are tight, and there should be no real reason for a vacancy to remain unfilled. Examine all aspects and see whether changes need to be made.
From India, Pune
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You need to think calmly about the problem. Problems will not be solved by getting annoyed with candidates. Automation is not going to happen tomorrow in every industry, as every industry is not in a position to bear the cost of it. You cannot assume reasons for these no-shows either. You need to find out why the candidates are not showing up for interviews. Try to get in touch with the candidates who didn't attend the interview and ask them the reason for their absence. Is it the salary, the job profile, a better offer, apprehension about lack of career prospects, lack of work-life balance, or any other reason? Unless you know the reason, you cannot take remedial steps.
Regards, B. Saikumar HR & Labour Relations Adviser
From India, Mumbai
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Regards, B. Saikumar HR & Labour Relations Adviser
From India, Mumbai
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I fully endorse the view made by 'Anonymous' on the subject. I am also encountering such incidents for many vacancies in our organization. Now, a recruiter has to pursue prospective candidates actively. In earlier days, candidates used to approach recruiters for a job. They would access databases of various job portals like Naukri.com and email candidates to invite them for interviews. Despite this, I believe that we should not continuously follow up with candidates. Communication via email should be sent, and measures should be taken to confirm that they have received the communication.
From India, Aizawl
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From India, Aizawl
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I feel candidates are not to be blamed for this scenario. They are aware that machines are taking away their jobs, and if a company is advancing technologically, even if they join, their job might be at risk. So, they apply. If they get shortlisted for the interview, they contemplate whether it's worthwhile to have uncertainty looming over them or to invest in a business and become entrepreneurs, offering employment to those in need.
Candidates' Perspective
Candidates are smart nowadays. They might be responding to their past experiences by giving a stern reply to recruiters who say, "We will get back to you," but never do.
No offense to anyone...
From United States, Buffalo Grove
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Candidates' Perspective
Candidates are smart nowadays. They might be responding to their past experiences by giving a stern reply to recruiters who say, "We will get back to you," but never do.
No offense to anyone...
From United States, Buffalo Grove
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There may be various reasons for which candidates are not turning up, i.e., organization, company goodwill, pay structure, location, and not selecting the right candidate, etc. You need to check at your end what could be the possible reasons.
Your view is not acceptable when unemployment in our country is at its highest. How would people discard a call for employment?
From India, Mumbai
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Your view is not acceptable when unemployment in our country is at its highest. How would people discard a call for employment?
From India, Mumbai
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Good evening! I may be a bit late to see this chain of thoughts, and I would like to leave something for you to think about too.
Man vs. machine
Yes, with AI growing very fast, we may soon be there; however, there will still be a minimum requirement of humans to run the show, so competition will increase!
Candidates not appearing for interviews
The main concern here is when candidates do not appear at their appointed hour. I am sure and am hoping that all interview calls that you organize also give the candidates the option to withdraw or communicate any changes with a specific deadline. Most importantly, you should work only with those who have confirmed in writing their acceptance of the interview schedule. If a candidate does not turn up at their appointed hour, I would put their CV on hold in my repository with a remark of this no-show and query them if needed about the reason.
Recruitment is a professional process where it should be a win-win for both organizations and candidates. By trying to chase and contact candidates who do not respond, we tend to appear desperate rather than professional. It is up to them to keep the communication open.
Hope my thoughts help....
From India, Chennai
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Man vs. machine
Yes, with AI growing very fast, we may soon be there; however, there will still be a minimum requirement of humans to run the show, so competition will increase!
Candidates not appearing for interviews
The main concern here is when candidates do not appear at their appointed hour. I am sure and am hoping that all interview calls that you organize also give the candidates the option to withdraw or communicate any changes with a specific deadline. Most importantly, you should work only with those who have confirmed in writing their acceptance of the interview schedule. If a candidate does not turn up at their appointed hour, I would put their CV on hold in my repository with a remark of this no-show and query them if needed about the reason.
Recruitment is a professional process where it should be a win-win for both organizations and candidates. By trying to chase and contact candidates who do not respond, we tend to appear desperate rather than professional. It is up to them to keep the communication open.
Hope my thoughts help....
From India, Chennai
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