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6 Reasons Why Candidates Did Not Turn-up For Interview

By Author: Krishna Yerra
Total Articles: 32

But are candidates responsible for this? Or there is something missed by the recruiters in their hiring process? Here are 6 reasons why candidates did not turn-up for interview.

1. Vague Job Description
Writing a Job description for a job opening is an art in itself. Many a times, recruiters are writing incomplete, vague and at times misleading job description. During screening call, candidates might confirm their presence, but after receiving the JD a mismatch in expectations versus reality is bound to happen. How can such lousy writings attract candidates? A thorough job description talks in detail about exact requirements of the job, what is expected of the candidates and what candidates can expect out of the company.

2. Salary details are hidden
The most common statement from companies these days is “We want to hire candidates who are not looking for money”. Are these companies also looking for customers who are not willing to pay money for the purchases? If candidates are offering their expertise for your business to grow, they would also expect to know what returns they are getting. Hiding the salary details is not giving a positive notion about matching the expectations of the candidates with the job.

3. Repeated emails from various sources
Sending mass emails has become the most effective and cheapest way of reaching the candidates in short time. On top of that, it becomes more luring when different job sites offer bulk emailing services to reach the candidates registered with them. But the situation here is that same candidate is receiving repeated emails for same job opening from same company through different sources. When once confirmed for the interview, why to bug them again for the same job. Such practices are taken as spam only. For more Details visit us @ http://www.applicanttrackingsystem.co/Marketplace/Bulk-Emails.aspx


4. Delay in following up with the candidates
When there are no current hiring requirements in the company, it is not advisable to keep the job openings open just for the sake of receiving the resumes. Recruiters should understand that candidates apply for the job with some expectations to hear from the company. Keeping resumes idle for months ends up candidates taking jobs with your competitors. Moreover, confirming an interview and not updating about further actions might result in losing the trust for the company among the candidates.

5. Not able to explain Company business and values
It is crucial for HRs to be the first brand ambassadors of the company, even before any other professionals. As they are going to be the first person to have a conversation with the candidates, they must be ready to take any questions or queries regarding the company business, work culture, job role and other related tasks. A fruitful chat by HRs with the candidates can make them see themselves fitting with the job requirements and they would be confident enough to appear for the interview with the expert interviewers/professionals for that job.

6. Shall I call, or should they call
At times, candidates do not turn-up for the confirmed interview schedule and do not even bother to revert back for their absence. The reasons could be many, but following up with these candidates is not desperate or accusatory. Remember, companies need potential candidates as eagerly as candidates need a dream job. A call or follow-up email could save recruiters from the anxiety of whether the candidate is going to turn-up again or not. If candidates do not revert back again they will never come back in future, else listen to them and show concern about the importance of ongoing hiring process. For more Details visit us @ http://www.applicanttrackingsystem.co/Marketplace/Bulk-Emails.aspx

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