The problem of candidate not showing up on the interview date is undoubtedly one of the most frustrating things in the talent acquisition process. As a recruiter, you have already drawn out the scenario, setting aside time, preparing everything in the meeting room and eager to meet with the potential candidate. However, all you get in return is only a total waste of time and resources since nobody comes. However, it is sadly no simple, single answer to immediately reduce interview no-shows. It requires a more complicated process and solid framework.
Why do Interview No-Shows happen?
Below are some of the most common reasons for candidates not showing up. Due to these very reasons, recruiters are facing with interview no-shows. Therefore, correctly addressed these factors can significantly reduce the problem.
Excessively Slow Hiring Process
Making contact with a potential candidate and inviting them to an interview which will happen in some months later, surely you will find them not showing up. This is due to the fact that people value their time and more important, the sincerity the two sides put in the discussion. On average, the common period to spend on recruiting employees is approximately four weeks. In some case, this number can be far too long for most competent candidates. Therefore, it is highly advised that you keep your interview process within two weeks, completing all steps from selecting suitable candidates, checking background and arranging interviews.
In the modern word today, there are some software to keep your spent time on hiring process absolute minimum. Smartly using technology can ensure that you reduce the percentage of interview no-shows.
Another way to reduce the rate of interview no-show is to check the location of the candidates and if possible, their travel schedule at the earliest possible. To increase the chance of success, people are more likely to apply for more than 1 job. If you are too interested in a competent candidate regardless of the fact that they are too far away, then perhaps you can offer them the possibility of working remotely for some parts of the work.
Your company’s ghosting reputation
The key factor to reduce interview no-shows is to treat people with respect, keeping them updated with your decisions. The bad reputation of ghosting can be resulted from the act of employees leaving their employment by simply not coming to work. This term can be alliteratively used for describing company not informing candidates that they have been unsuccessful. Even worse, HR departments may even do not reply to job applications. For a company with bad reputation throughout the business community, there is a high likelihood that your candidates may not inform you that they would not show up at the interview.
In summary, reducing interview no-show will save you a huge amount of time and money. However, there is no quick way to fix the issue of interview No-Shows. It is a process that requires careful management and practice to get it right. In some cases, outsourcing the talent acquisition process for a reputable recruiting agency like Faro Vietnam will free you from all the worries about interview no-show. With our team of professional recruiters and advisors, we are confident to execute the most cost-efficient talent acquisition campaign for your organization.