A candidate no-show for a job interview can be a costly incident. Wasting employer time, money and resources. Something which all companies will want to avoid.
But how can you reduce this risk and ensure every candidate attends the interview they have been invited to?
Well, unfortunately, it’s not always that simple. Whilst it may be difficult to eliminate candidate drop out altogether, it can be significantly decreased.
How to prevent a candidate no-show in a job interview
Speed it up
One of the leading causes of candidate dropout is, the time it takes to hire. The longer a candidate has to wait to hear back from a job the more likely they are to move on and look elsewhere. Aim to keep them engaged and interested, with a punctual response, in terms of their job application status or interview dates and logistics.
It’s also important to do this because the longer you take to reply to any questions, requests or queries the more frustrated the candidate can become and the more likely they’ll be to move onto other new opportunities (especially if you ignore them!).
Keep them in the loop
A future interviewee wants to feel ‘in the know’ in regards to their job status. Those successful candidates who are invited to attend the job interview need to be aware of the all important information regarding the upcoming meeting.
Not only this but it’s important to keep the candidate updated and informed about what’s to come. Ensure you have told them all the interview details including; timings, location, names and what they need to expect when attending the job interview, i.e how long will it last and who will they be meeting? These details may feel minor to you as an employer or recruiter but to the candidate, it can be valuable information that helps put their mind at ease.
Put the candidate first
Treat each individual candidate with respect and prioritise their needs. This may require you to be flexible and accommodating to their different circumstances. For example, if they can’t attend the job interview due to reasons beyond their control, understand their situation and make an attempt to rearrange. This is far more valuable than dismissing their explanation from the offset and writing them off as a potential candidate. A second chance can improve brand image and company perception from a candidate’s standpoint. Put yourself in their shoes and understand how this creates a feeling of respect and gratitude for being an understanding and accommodating potential employer. Which is a great first impression!
Build a relationship
A good relationship between the candidate and employer can result in better communication and an overall more positive candidate experience. If a candidate feels happy and satisfied with their own personal hiring experience, they’ll be more engaged and less likely to drop out without any warning. This can be achieved through added interaction, additional job updates and support where necessary.
It can also be beneficial when keeping the candidate organised. Sending out an email prior to the interview can act as a friendly reminder of the interview time, date and location, to cover your bases and increase the probability of all candidates attending.
Keep it simple
Remember to keep it simple. The focus should not be on creating a recruitment strategy that is so difficult to navigate, it becomes a bit of a minefield for the job seeker to even reach the interview stage. If this does occur they may be hesitant to attend the future interview. If it was that difficult to apply, then what’s the interview going to be like?
However if a recruitment strategy does require a little more thought and time (e.g online questions, aptitude tests…) be sure to inform the candidate of this before they begin their job application. This transparency is key to ensuring the candidate is fully aware of what’s to come and discourage them from dropping out later on.
…and that’s it! Our 5 tips to help reduce candidate no-show in any job interview.
Looking to conduct a perfect interview? Find more advice here.
We hope our tips have been of use to you! Let us know your thoughts in the comments below or on Twitter @BubbleJobs