You spend your entire youth reviewing thousands of CVs before finally finding the ideal candidate. But when the interview day arrives, the candidate suddenly disappears as if they never existed. No advance notice, no answer to calls, and no response to emails. The feeling of being abandoned is even worse than being left by an ex.
Ultimately, what caused the candidate to miss the interview despite having scheduled it? What can you do to reduce the no-show rate?
Why Do Candidates Miss Interviews?
1. An unexpected commitment
When something unexpected comes up, candidates will usually proactively call the recruiter to give advance notice. However, in a few cases, they may be too busy and only remember when you call or send a text message or email. If the candidate is genuinely promising and the company needs to hire urgently, you may want to be flexible and reschedule the interview for another time.
To minimize this situation, recruiters should proactively remind candidates three days and one day before the interview. Using recruitment management software is one way to help you take greater initiative in this task.
2. They have accepted a job elsewhere
For outstanding candidates who are actively job hunting, it is rare for them to have only one option. You will be competing with many other companies seeking to hire them—even trying to outbid you with a higher offer or a better work environment.
The solution is to shorten the recruitment process and invest in a long-term employer brand. If you identify a promising candidate, arrange their interview quickly rather than waiting until the application deadline. By then, they may already have accepted a job elsewhere.
3. They are not psychologically or intellectually prepared
This type of candidate is most commonly a recent graduate. With little interview experience and low confidence, they let the interview opportunity slip away. Others send applications indiscriminately and no longer remember which companies they applied to or why they applied there. Some assume that many people were invited to interview, so it does not matter if they are absent.
The period between submitting an application and being invited to an interview can be quite long. Many changes may occur during that time, and recruiters can understand this. A short phone call to give notice can save the candidate’s image. However, few people understand this, and they may unknowingly end up on a recruiter’s “black list.”
A Few Tips for Recruiters:
- Clearly state the job requirements so candidates can accurately understand the position.
- Clearly state the points to note and preparation required before the interview.
- Call to confirm before the official interview to avoid being stood up.
- Conduct the interview online (Skype, Facebook, …) if possible.
Now you understand the reasons candidates miss interviews. The next question is whether to go on Facebook to “call them out” or quietly endure it and continue recruiting.
What Should You Do When a Candidate Misses an Interview?
The first thing you should not do is call or message the candidate using negative language. You certainly should not “call anyone out.” You never know whether something unexpected happened that prevented them from notifying you.
The best solution for recruiters at this point is to send the candidate an email with the following message: “As agreed, your interview for the position was scheduled at …. We waited for you, but unfortunately you did not attend. We must assume that you are no longer interested in this position and officially withdraw your application. If there is any reason you were unable to attend the interview, we would appreciate knowing. Thank you!”
Through this action, whether or not the candidate responds, you can greatly benefit your company’s employer brand. Let them know that you are willing to listen and empathize with them sincerely. This will also demonstrate your company’s professionalism.
A Candidate Missing an Interview and the Strategic Lesson for Recruiters
There are many reasons a candidate may disappear without a trace before an interview. However, recruiters can address this situation with various strategies. Expanding job-posting channels to recruitment websites such as topCV is one way to avoid relying on a single candidate source.
In the long term, however, candidates missing interviews is merely a symptom of a broader strategic issue in recruitment—employer branding. With a professional employer brand, you gain a competitive advantage over other recruiters and make a positive impression on candidates. When your company is perceived as more valuable, candidates will find it harder to give up an interview.
If you were in this situation, how would you usually handle it?
>>> See also: Employers need to know this now so they can stop agonizing over constant staff turnover!
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