Candidates not exhibiting up for job interviews is irritating at finest. Not solely do no-shows waste hiring managers’ time and expend priceless interview slots, however it may be an actual administrative burden to reschedule no-shows too.
And the actually unlucky half is that interview no-shows occur rather a lot in quantity hiring. While you’re recruiting en masse for hourly staff, you’ve bought larger than common quantity candidates, so that you’ll naturally have extra no-shows to cope with for every open emptiness.
New knowledge means that the present labor scarcity has meant that as a lot as 90% of candidates are usually not exhibiting up for interviews for hourly roles proper now. Nonetheless, interview no-shows aren’t totally out of your management.
Let’s check out a few of the causes interview no-shows occur, and what you are able to do as a company to maintain them to a minimal.
Why candidates don’t present as much as interviews
Interview no-shows can occur for all totally different sorts of causes; some avoidable, some unavoidable. Though candidates are often accountable when it occurs, in the event you settle for at the least some accountability as an employer too, this may make it simpler so that you can do one thing about it.
So first, let’s check out a few of the most typical explanation why candidates don’t present as much as job interviews in quantity hiring.
- They misplaced curiosity within the position – The candidate misplaced curiosity within the position as a result of your utility course of didn’t promote the job and firm to them strongly sufficient. There was nothing that stood out to them that made your employer model memorable or your group look like an thrilling place to work.
- The appliance course of wasn’t superb – They discovered the applying too lengthy, boring or troublesome – or possibly you requested questions they didn’t need to reply. This stuff can all contribute to the candidate constructing a detrimental impression of you as an employer.
- Nerves bought the higher of them – While you’re hiring for hourly, entry-level positions, a few of your finest candidates received’t have any earlier work expertise. This implies it’s extra possible that they’ll be nervous in regards to the interview and, if nerves get the higher of them, they could again out of the interview final minute.
- They bought the interview date or time flawed – If the candidate is making use of to a number of vacancies without delay, it’s straightforward for occasions and dates to get confused or for interview invitations to get misplaced in crowded inboxes.
- They don’t assume they’re match for the position – Your utility course of has left them feeling intimidated or unqualified for the position, so that they’re too nervous to return to an interview.
Find out how to scale back no-shows when hiring for hourly roles
Now that we’ve coated a few of the causes no-shows occur in quantity hiring, what are you able to do to stop them from occurring transferring ahead? Comply with these tips to scale back the variety of no-shows you expertise in your volume-hiring vacancies.
1. Handle candidate expectations higher
In the event you give candidates a clear job description and use the applying course of to supply perception into the day-to-day of the position, they’ll be extra purchased into the chance as they’ll know precisely what to anticipate.
You are able to do this simply by including sensible job previews akin to situational judgment checks to your utility course of. These sorts of interactive and interesting assessments assist candidates visualize themselves within the position, which can make them really feel assured that they’d get pleasure from working for you and really feel motivated to indicate up for interview.
2. Promote the job
In the event you’re not promoting the job sufficient to candidates, some candidates would possibly resolve it’s not definitely worth the trouble of doing the interview.
On this candidate-short market, you’ll be competing in opposition to numerous different employers for a similar candidates. What are you doing to get candidates enthusiastic about the potential for working for you rather than your rivals?
Expose candidates to your work atmosphere and firm tradition through the utility course of so that they have interaction rapidly with the processes and might get excited in regards to the concept of being a part of your group.
You are able to do this simply by including employer model materials like worker video testimonials and job simulations to your candidate choice flows.
Right here’s an instance of utility course of that highlights the employer model whereas informing candidates to handle their expectations. By implementing this choice course of, Albert Heijn noticed a rise of 42% in purposes, and a 40% lower in time to rent.
3. Choose the precise candidates for interview
When you have the instruments to pick the best-fit candidates for interview, you’ll naturally scale back your no-show charges as wrong-fit candidates are usually those who don’t present up.
Use the recruitment knowledge you maintain to determine the abilities and traits of your high performers and use the applying course of to evaluate candidates for these abilities.
That means, you’re utilizing stable knowledge to pick candidates who’re more likely to present up for an interview, get employed and keep within the position for longer.
4. Ask for suggestions from no-shows
You’ll by no means know for positive why candidates aren’t exhibiting as much as your interviews except you go forward and ask them.
Accumulating suggestions from candidates who don’t present up will give you invaluable insights that you should utilize to enhance your course of and scale back your no-show charges over time.
Arrange a suggestions survey e mail in your CRM that will likely be robotically despatched when a candidate is marked as a no-show. And positive, you received’t get a reply from everybody, however the responses you do obtain may have a big effect in your technique transferring ahead.
5. Let candidates know what to anticipate
Generally, nerves get the higher of job seekers. While you’re hiring for entry-level hourly staff, it’s pure that a few of your candidates won’t ever have been to a job interview earlier than. However that doesn’t imply they don’t have the potential to be an incredible worker!
To fight interview jitters and assist your candidates really feel extra assured about coming to an interview with you, be as clear about what the interview course of appears to be like like so that they know precisely what to anticipate.
Do that by sending an automatic (however customized) e mail to each profitable applicant previous to interview explaining the following steps and interview construction. Hold the language of your e mail clear, casual and conversational so it’s straightforward to learn and doesn’t intimidate much less skilled candidates.
6. Talk repeatedly with candidates
A whole lot of candidates drop out of the hiring course of due to poor communication from hiring groups. One research discovered that 51% of candidates get annoyed in regards to the lack of communication from hiring groups and 30% stated employers didn’t even acknowledge their utility.
Speaking with candidates doesn’t must imply making lots of of follow-up telephone calls for each emptiness. Recruitment automation can accomplish that a lot of the heavy lifting these days relating to speaking with candidates that there’s actually no excuse for poor communication like this – even in quantity hiring.
Use your hiring tech to schedule automated emails to exit to candidates as they transfer by means of totally different levels of the recruitment funnel. That means, you keep entrance of thoughts with the candidate, hold them engaged within the course of and provides them a way of development.
It’s straightforward to personalize these emails so the candidate received’t know you’re sending them automated communication. And if a candidate emails you with a query in regards to the interview or hiring course of, at all times reply promptly. In any other case, you may be positive you received’t see them on interview day!
7. Transfer rapidly
When the job market is that this sizzling, each minute counts. Research have proven that candidates usually tend to conform to a job interview in the event that they obtain a follow-up from employers inside 48 hours.
Candidates lose curiosity the longer they’ve to attend to listen to from you, so the slower your course of is, the much less invested your candidates will likely be, and the much less possible they’ll present present up on interview day.
Harver has been designed streamline the hiring course of as a lot as potential for this actual motive. By automating the recruitment funnel, candidates transfer by means of the method rapidly with nearly no ready round for handbook enter from recruiters. This hurries up time to rent and massively improves your interview no-show charges too.
NexRep, for instance, considered one of our BPO clients, decreased their time to activation from 21 to three.5 days by automating their recruitment course of, together with the candidate choice standards. You may learn the case research beneath.
8. Be versatile
In the event you’re capable of be versatile with interview scheduling, you’ll have a a lot better interview turnout. The bottom line is to supply just a few totally different choices and even higher – permit candidates to self-schedule interviews at a time that fits them.
Unemployment charges are at a document low proper now, so it’s possible your candidates will already be in full-time work or produce other job interviews they’re juggling. Sadly, this implies candidates are much less anxious about lacking job interviews they usually received’t present up if the timing isn’t handy for them.
In the event you’re capable of supply evenings and weekend choices – or in the event you’re completely happy to go down the route of pre-recorded asynchronistic digital interviews as a substitute – this could actually assist transfer your hiring course of alongside.
9. Ship interview reminders
Generally, candidates genuinely simply overlook they’ve an interview scheduled with you. For instance, possibly they’re making use of for a number of roles without delay and get the dates blended up, or there are large gaps of time between the levels of your recruitment course of that they forgot they even utilized.
With Harver, for instance, you may ship e mail and SMS appointment reminders and notifications to candidates within the days earlier than the interview. This works as reminder but in addition provides candidates the chance to let your recruiting crew know if they’ll’t make the agreed time slot anymore or they’ll even reschedule themselves in for one more time.
Whereas it’s clear that there are a lot of totally different explanation why a candidate won’t present up for a scheduled appointment with you, there are many issues you are able to do to reduce the possibilities of no-shows too.
Automating common customized communication and streamlining the recruitment course of so you may transfer quick will improve your possibilities of turning candidates into new hires earlier than your competitor does. An interesting utility course of that offers a powerful impression of the job and group will promote early-stage engagement and scale back your no-show charges considerably.
In the event you’d wish to see how Harver can automate your candidate choice so you may have interaction, interview and rent candidates sooner, you may ebook a demo beneath.