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| | The Human Resources: Recruiting, Hiring, and Staffing Network is not currently active and cannot accept new posts | | Candidate No Show! | Views: 1501 | | Oct 01, 2007 5:10 am | | Candidate No Show! | # | 
Marut Bhardwaj | | India is a booming economy, with recruitments aplenty in several fields. Thus an educated, articulate candidate finds many options and many takers. The recruitment models for Staffing companies in India is to charge the Client after recruitment but provide the services free of charge to the candidates.
The result is, the candidates do not value their relationship with the Consultant sending them for the interview. They feel no sense of committment and feel no qualms about making a promise and then not turning up for the interviews.
This is a constant challenge we struggle with! I would appreciate all inputs on this!
Warm Regards
Marut Bhardwaj
CEO
Antz Attitude HR Pvt.Ltd.
www.antzattitude.comPrivate Reply to Marut Bhardwaj | | Oct 04, 2007 8:55 am | | re: Candidate No Show! | # | 
Amit Desai | | Hi Marut,
i can really identify with that problem. being in the same field we face this growing challenge where candidates dont turn up for interview.
i would say you can look at few things
* Focus on rigorous follow up with candidates, we call them the day before, the day morning and half hour before interview. this helps us identify if the person is surely going so that we can inform the client well in advance or try and push the candidate.
* work with A list clients where every one wants to work this can improve the conversion - e.g i work with TCS and everyone wants to work with TCS hence the fallout is less comparatively
* track the industry turn around ratio. since its an industry phenomena if i set up 10 interviews and 6 people go .. i am happy to live with that. but if i set up 10 interview and only 4 go then its not a good ratio and something to think over.
i am not sure what domains you service and at what levels u get these problems ... i hope my inputs help
Amit Desai
Co-Founder
www.synergytree.com
www.synergytechservices.com
Mail: desaiamit@gmail.com
IM: desai.amit (Yahoo)
Private Reply to Amit Desai | | Oct 04, 2007 2:33 pm | | re: Candidate No Show! | # | 
Karen | | I'm no expert, but I'll give you my input as a candidate.
I'd think it'd be helpful to meet the candidates you take on. Consultants normally meet with clients prior to putting them forward or recommending them. That should give you a chance to guage the kind of a person the candidate is whether he/ she is serious about what they're looking to do. If you still aren't comfortable, may be it'd be good to be upfront and spell it out to the candidate.
Personally when I speak to my consultant (as suggested by Amit), I define the kind of organisation I'm looking to join and the kind of remit I'd expect to handle. If all matches then go ahead with the meeting, if not I an honest enough to say I'm not interested.
I guess chasing the candidate right up to the time of the scheduld meeting might help too :)
I hope this helps.Private Reply to Karen | | Oct 05, 2007 5:02 am | | re: re: Candidate No Show! | # |
smita agarwal | | Hi Amit,
I appreciate your input, as these tips are surely helpful, especially to people like me who are new in this field.
When ever my candidate has an interview, I constantly follow him on phone(cell) until he reaches the destination.
Regards,
Smita
Recruiter
(supplychain and logistics)
Private Reply to smita agarwal | | Oct 05, 2007 7:19 am | | re: Candidate No Show! | # |
Vijaylakshmi Vardan | |
Can you recommend some MBA (HR) courses through correspondence from good universities?
If a person wants to shift to HR, can he or she do a correspondence course and find a job?
regards,
viji
Private Reply to Vijaylakshmi Vardan | | Oct 05, 2007 8:19 am | | re: re: re: Candidate No Show! | # |
Amit Desai | | Karen: do let me know what happened at ur interview in edlewise ..
Smita: i am happy that my inputs have helped. do let me know just in case you need further assistance or wanna share knowledge please feel free to get in touch with me desaiamit (at) gmail (dot)com
Mardut: i hope you log in here to see that people have replied ;)
Amit Desai
Co-Founder
www.synergytree.comPrivate Reply to Amit Desai | | Oct 06, 2007 5:05 am | | re: Candidate No Show! | # | 
Hussain | | Hi Marut,
Reference to your query, rigourous follow ups is the key.
there are various factors involved which results No shows.
1) Validation during initial Screening is the major key, is the assessment of interest level on the right track? are email confirmations accepted from the candidates? has the candidate been provided with proper download on client? including market information apart from website and company profile. Candidate is really keen? or his profile is sent because nothing is available.
2)dont call up candidates from the same number, no shows normally ignore your calls hence try calling them from different numbers. At least the client can be communicated if candidates are not turning up.
3)Once candidate confirms his/her interest for the position, have another member speak to them representing as client and conduct a tele interview. Later communicate schedule to them, this gives them confidence that they are short listed and not just lined up for an interview.
Hope this will do some damage control.
Cheers!
Hussain
Private Reply to Hussain | | Oct 14, 2007 2:51 pm | | re: re: re: re: Candidate No Show! | # |
Marut Bhardwaj | | Thankyou Amit for your detailed response. Thanks to everyone else too.
Yes, rigorous followups and working with A class clients, are indeed helpful.
Amit, we do not have a domain specialization yet. We work with a few clients and try to service their needs in HR space, whether recruitment, Temp staffing, Payroll management or other services.
The reason for my question was, that I am a little disturbed by the market dynamics.
We go to great lengths, to enlighten the candidates on complete information regarding the client. And its not always logistically possible to meet all the candidates personally. But the candidates feel no obligation to keep their committment to go for the interviews, inspite of regular followups and reminders.
While I can do a more rigorous followup, the question is, do I want to send someone who acts untrustworthy and unreliable, to my client. Is the candidate not provind himself unworthy already, by such behaviour!
Would love to hear your inputs .
Regards
Marut Bhardwaj
CEO, Antz Attitude HR Pvt. ltd.
www.antzattitude.com
( Amit, I try , but normally get back here 2wice a week!)Private Reply to Marut Bhardwaj | | Oct 15, 2007 10:36 am | | re: re: re: re: re: Candidate No Show! | # |
Amit Desai | | Hello Marut,
i would suggest dont be too emotional about these candidates and i guess you are reading a little too much into the situations.
the market conditions are such that its a candidates market. On the other hand the candidate does not want to be unethical or unprofessional the only thing that person is trying is to get the best possible job at best possible price.
and since you and me we both approach the same guy he has to be unethical to one... so thats the way it is.
its almost becoming like a volumes / numbers game and its boiling down to small ratios of no of ppl sent vis a vis people reached -- selected v/s joined --- joined v/s people who stay for 3 months.
AmitPrivate Reply to Amit Desai | | Oct 16, 2007 5:59 am | | re:Candidate No Show! | # | 
abhay gadiyar abhay.gadiyar@gmail.com | | Hello All,
We recently faced problems of candidates using the offer letter to stay back with their current employer !!!!
This happened at managerial level i.e. Gradudates engineers with work experience of 8 years plus. Agreed that the client was not "A class" (whatever that means) but then the candidates were sourced from same industry and from companies which were smaller than our client organisation. Both candidates did this in the last week before joining.
Here the candidate behaviour is abosolutely unethical as per me. There was no question of candidate being ethical to another placement agency.
Anyone here is sourcing the candidates through job portals have one solution in hand. Please add your comments in the resume of the candidate who has ditched you. This facility is there with all job portals but rarely used by any consultant.
Rgds.....AbhayPrivate Reply to abhay gadiyar abhay.gadiyar@gmail.com | | Oct 16, 2007 5:41 pm | | Candidate No Show! | # |
Nehaa J | | Hi Marut,
I completely agree with the fact that simply chasing up the guy doesn't help. If you have to make constant calls just to get the guy to an interview there are chances he may renege later .Once selected if the candidate says no then its even worse then the candidate not showing up initially.
The best thing to do besides working with A class cos(unfortunately all of us aren't always so lucky ) :) is to listen to the candidate very carefully ,see where his intrests lie,if the guy wants to relocate or not and then offer the opportunity if it seems to match.Most move for bigger pay packs ,lots will move if the co is really big time and has opportunities abroad ,very few move for challenging positions in small cos unless offered a top honcho position.
Atleast this has been my experience so far. But I have always felt that getting to know the guy and then trusting one's own instinct helps 90% of the time.It works for me in most cases.
Private Reply to Nehaa J | | Oct 17, 2007 7:03 am | | re: Candidate No Show! | # |
Amit Desai | | thanks marut to start this topic and thanks guys for your inputs i guess everyones inputs are giving good insights and i am sure it can help us in our day to day working.
cheers
amit Private Reply to Amit Desai | | Oct 19, 2007 5:08 pm | | re: re: Candidate No Show! | # | 
raghavan sundaragopalan | | Hi all
its really interesting to read real time experiences and share inputs. I have been into this industry for last 4 years, what i see is market is very dynamic with candidates having lots of options before them, this is one of the reason for No Show.
wheather it is "A" client or "C" client it doesn't matter, if the candidate is really interested in taking up new job definately he will make up for the interview or inform the consultant to reschedule the interview to some other date if not able to attend the interview , close follow up will not help consultant to make the candidate attend the interview.
lengthy discussion with the candiate will help us in getting his/her clear intension.
This No Shows happen mostly in IT industry and comparatively less in Engineering & other Non-IT sector. this is our experience
Regards
S.Raghavann
raghavan@exito.co.in Private Reply to raghavan sundaragopalan | | Oct 21, 2007 7:47 am | | re: re: re: Candidate No Show! | # | 
kishor Jagirdar | | I fully agree with Raghavan.This kind of attitude of no show is seen mostly in the IT and ITES sector only and less or virtually "Zero" in other sectors.But this is not about A or B category companies but the lack of disciplinary values in the employees as they are over pampered and know that they have plenty of options to play with and most of the time they use it as bargaining tool with other employers holding one offer letter like a bidding in an auction.
I guess there is no control on the matter unless the industry comes out with a norm to contain such trends which may not happen due to high attition levels remaining consistent.
The best way is to profile the candidate and be sure that you have a direct line of communication with them and not route it through head hunters as often the same CV would have been shared with several recruitment centers .
Another aspect is building relationship with your data base of candidates which takes lot of time but does pay off at the end.Like some of the A class companies have their HR dept send regular birthday messages and good wishes and keep in touch with all those who apply as at some point of time these people come back with serious need for a change and chances are there that you can undertsand them better and know them to avoid " NO SHOWS "Private Reply to kishor Jagirdar | | Nov 06, 2007 5:17 am | | re: Candidate No Show! | # | 
Stankov | | Hi Marut,
Evaluate, Assess, Act should be your mantra
Evaluate : As a consultant spend time with the candidate and seek details like
a. Why does the candidate want to leave the current organisation. Generic answers like better prospect, Growth, challenging work is no good. Ask the candidate to explain.
b. What is the candidate looking for in the next organisation.
Assess : Compare the above with the Job Opportunity that you have on hand.
Follow the Next Steps
1. You must have a JD from your client. Send the same to the candidate
2. You must get the candidate to visit the website of you client
3. Check with the candidate on their views about the JD and the Client. Ask what interests the candidate and concerns if any.
Act
Based on the above two. You can judege for yourself if the candidate is serious about the opportunity that you have presented.
Do this and you will find there are less candidates who are dropping out.
More importantly you will have more hits and am sure your clients will appreciate the throughness of your process.
PS : Working with Big or Small should not matter. But then this is another issue. Both has its merits and demerits.
Cheers
Private Reply to Stankov | | |
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