Hi All, I request all the recruiters to share their recruitment experiences in this discussion, which will help us avoid mistakes when scheduling candidates for interviews. Based on my experience, 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 them to attend the interview. If a candidate is genuinely interested, they will attend; otherwise, no matter the benefits we mention, candidates won't respond, resulting in wasted time and cost.

2. After giving an introduction about the job description over the phone, carefully check their oral response (words and tone). This feedback will give you an idea of whether candidates will turn up for the interview.

3. If a candidate initially shows interest but then doesn't pick up the call more than three times, it indicates their unwillingness to attend the interview.

4. A candidate who fails to keep the interview appointment more than three times is not seriously looking for a job change. It is wise to avoid such candidates.

5. Sometimes, recruiters may schedule 20 to 30 candidates for a particular week, but only 2 or 3 may turn up. This doesn't reflect the recruiter's fault or ineffectiveness. Candidates may fail to attend due to various reasons (personal, unplanned commitments, etc.). Recruiters should not feel dissatisfied if few candidates attend. To avoid this, always schedule more candidates.

6. Always look for new candidates; don't rely on an existing candidate who delays attending the interview. Give each candidate three chances. If they fail to attend more than thrice, avoid further rescheduling.

7. Ask candidates frankly if they are genuinely interested in attending the interview. This question provides realistic and straightforward feedback, helping recruiters save time and understand candidates' opinions instantly.

8. As recruiters, we provide jobs to candidates; there is no need to please them if they fail to attend the interview after given chances. Let's look for candidates who need a job. Be bold and optimistic. Surely, we can find qualified candidates.

Have a good day.

Thanks and Regards, Saravanan

From India, Madras
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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
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Dear Saravanan, I call candidates for interviews, but only 1 out of 20 turns 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.

Regards,
Nitu

From India, Vadodara
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