'86% of job seekers are not turning up for interviews'
In a recent article from HR Grapevine it was revealed that a staggering 86% of job seekers are not showing up for scheduled interviews, leaving employers frustrated. This growing phenomenon, known as job interview ghosting, poses a significant challenge for businesses striving to find the right talent for their teams. In this blog, we will explore the reasons behind this trend and discuss effective strategies that businesses can adopt to minimize interview no-shows.
Understanding the Reasons:
Before delving into solutions, it's crucial to understand the underlying reasons for job interview no-shows. Common factors contributing to this trend include lack of communication from the applicant and the talent seeker, acceptance of multiple interview offers, 'scattergun applications', or simply a change of heart. In some cases, candidates may have found alternative opportunities or decided to stay with their current employer. The common 'bad day' syndrome where someone has applied for a role after a bad day but once interviews have come round they have moved on from the 'I need to leave' feeling.
Strategies for Minimising Interview No-Shows:
Enhance Communication:
Improve communication with candidates from the initial stages of the recruitment process. Provide clear and timely information about the interview process, expectations, and any relevant details. Regular communication fosters a sense of transparency and engagement, reducing the likelihood of candidates dropping out without notice.
Implement Technology Solutions:
Leverage technology to streamline the scheduling and confirmation process. Automated reminders through email or text messages can serve as effective tools to confirm attendance and remind candidates of upcoming interviews. Additionally, consider using virtual pre-screening interviews to gauge candidates' commitment and interest before scheduling in-person meetings.
Flexible Interview Options:
Recognise the challenges that candidates may face, such as conflicting schedules or transportation issues. Offer flexible interview options, including virtual interviews or alternative time slots, to accommodate candidates' needs. This approach demonstrates an understanding of their circumstances and may encourage greater commitment.
Establish a Clear Interview Process:
Provide a detailed overview of the interview process, including the number of stages, expected time commitment, and potential outcomes. Clear expectations help candidates assess their availability and make informed decisions about participating in the recruitment process. No-one wants surprises sprung on them in an already pressurised situation so be clear on what a candidate can expect.
Build a Positive Employer Brand:
Cultivate a positive employer brand to attract and retain top talent. Showcase your company culture, values, and commitment to employee development. A strong employer brand not only attracts candidates but also instills a sense of loyalty and commitment, reducing the likelihood of no-shows. Letting candidates 'see behind the curtain' of the organisation means not only will you get a better values fit but you can highlight your EVP that may not come across in a simple job advert.
Conduct Pre-Interview Assessments:
Consider implementing pre-interview assessments to evaluate candidates' skills and motivations before scheduling face-to-face interviews. This additional step allows employers to filter out candidates who may not be genuinely interested or qualified, saving time for both parties.
So in conclusion- how we all getting a better hiring experience?
Job interview no-shows can be a frustrating challenge for businesses, but proactive measures can help mitigate this trend. By enhancing communication, leveraging technology, providing flexibility, establishing clear expectations, building a positive employer brand, and incorporating pre-interview assessments, businesses can increase the likelihood of candidates showing up for interviews. As the job market evolves (and Day One revolutionises the hiring process) , adapting recruitment strategies to address these challenges becomes essential for success in attracting and retaining top talent.
How can Day One help? We are here to help you hire better. From verifying skills, matching against your values, bringing fairness to the process through to pre-validation interviews (no ghosting here!) and job market insight; we give you the tools to hire better!
