Revival Resourcing have carried out research to find out how to prevent interview no-shows. According to USA Today, various businesses report 20-50% of their candidates are no-shows for interviews. As expected, hourly positions and lower-paying jobs tend to have a higher rate of candidate no-shows, but it can happen to any company for any position.
Why interview no-shows are a problem
Applicants skip interviews for a variety of reasons:
- They might get another job offer.
- They may decide the job isn’t a good fit.
- Some candidates may simply be too nervous to attend.
However, these no-show candidates are affecting your business in a big way. You have set that time aside and planned your day around them attending so therefore interrupts your productivity.
It also cuts down on your options for hiring. Say you schedule five interviews, but only two candidates show. If neither of those candidates seems like a good fit, you’re stuck scheduling more interviews or having fewer options.
How to avoid an interview no-show
Changing the way you handle job interviews can reduce the chances of candidate ghosting. Responding to applicants quickly and making your company as appealing as possible can help. Research shows job seekers are more likely to go through with an interview if they hear back within 48 hours of applying. Their enthusiasm may decrease as more time drags on.
Also, Revival Resourcing have discovered that unemployed job seekers submit an average of 14 job applications. Which means your business is competing with many other companies for the perfect employee. Acting quickly with interview scheduling alongside offering flexible times and a streamlined hiring process can help you attract preferred candidates.
After-hours or weekend interviews can reduce the chances of a scheduling conflict. Handling interviews via video chat is another flexible option that can reduce candidate ghosting by making it easier to attend. Using Zoom is another popular option for job interviewing these days.
Be selective.
Evaluating candidates before offering interviews can help you choose people who are more likely to follow through. Asking some interview questions over the phone before setting up an interview can help you screen the candidates. You can get a gut reaction about the candidate to see how interested they are in the position and your company.
Be appealing and open.
Job interviews are stressful for some candidates, which could lead them to skip. This is unprofessional behaviour, but you can try to add fun elements to get candidates excited. Coffee shop interviews, company tours or special demonstrations are examples. Then, hype up the interview process to hook the candidates. Putting them at ease by making it a low-pressure interview process can encourage people to show up if nerves are an issue.
When job seekers have lots of options for interviews, they start comparing the employers. Staying competitive means positioning your company as a desirable place to work.
That starts with your company culture. Supporting your current employees can help reduce turnover, which cuts down on the number of interviews. Your employees also become walking billboards when they’re satisfied.
Also, being open with your applicants about your expectations for them to show up or notify you if they can’t attend the interview could potentially avoid a no-show. Candidate availability can change quickly. Let your candidates know that you understand their availability can change. Ask them to let you know if they accept another offer or change their mind about interviewing. Give them contact information to make it easy.
Communication is key.
Strong communication on your part encourages job seekers to reciprocate. If they don’t hear from you for a long time or don’t get the information they need, they might feel like they don’t need to communicate well either. After scheduling the interview, send a follow-up email with important information about the interview process.
Contact your interviewees before the scheduled interview to confirm the appointment. Text and email confirmations are both strong options. You can also send calendar appointments. Setting these notifications up with an automated system makes it efficient. If a candidate needs to back out, you can quickly schedule an interview with an alternate.
Get feedback from no-shows.
If you’re dealing with the interview no-show issue consistently, reach out to candidates who ghost you. Ask them what changed their mind about the interview and why they didn’t attend.
You could also gain insight about your company to help you improve the hiring process. Perhaps they had a negative interaction with someone at the company while scheduling the interview or felt the overall culture wasn’t a good fit. Use that feedback to make your company more attractive to future candidates.
