Tired of No-Show Candidates? 10 Hiring Improvements to Consider

Chris Goodwin, SHRM-SCP

Your employees are your biggest asset, it’s true. However, before they become such an integral part of your organization you first need to hire them. That’s where things get tricky in today’s job market. 

According to a USA Today article of a few years ago, various businesses reported that 20%-50% of scheduled interviewees fail to show up. A more recent report cited by Business Insider confirms the “ghosting” trend applies to as many as 90% of candidates. If you can’t get these applicants to show up for the interview process how are you supposed to grow your company and secure new hires?

 

The Problem with No-Show Candidates

There are many reasons applicants skip their scheduled interviews. Maybe another offer came through in the meantime, the job applicant felt that the position wasn’t a good fit upon reconsideration or the candidate simply got cold feet and decided to skip the interview. Whatever their reason, a no-show candidate affects you and your business.

When a candidate fails to show up for a scheduled interview it costs you precious time that could be spent much more productively than waiting around. When you invite others to be a part of the interview process (department managers or HR, for instance) it cuts into their valuable time as well. And finally, a no-show candidate creates a shallow pool of options from which to hire. If the remaining applicants fail to meet your needs then it’s back to square one and you begin the process all over again.

 

How to Improve Your Hiring Process and Avoid No-Show Candidates

While you can’t physically drag your job applicants to the interview you can tweak some of the ways you handle interviews to avoid any future “ghosting”. Creating ways to make your company more attractive to job-seekers and meeting with candidates quickly are some of the improvements you should consider. Fine-tuning your communication skills is always helpful and an asset in the interview process. Here are ten hiring improvements to consider to avoid those no-show candidates.

 

1. Flexibility Sends a Positive Message

Some of your strongest contenders may currently be employed or have multiple interviews scheduled and grow frustrated at trying to fit in another interview. Offer flexible scheduling by meeting after normal working hours or on the weekend. Schedule a zoom interview. Showing you are flexible helps in two ways; one, you reduce the opportunity for a scheduling conflict, and two, you demonstrate your willingness to go the extra mile to interview your candidate. Both lessen the chances of a no-show. 

 

2. Swift Action in Scheduling Interviews

If a candidate is impressive then schedule the interview in the moment. Swift action will garner results. They’re enthusiastically engaged and far less likely to be a no-show. If you reach out to your applicant even a mere 48 hours later the interest will have quelled leading them to change their mind or simply not show up. Available jobs are at an all-time high and job-seeking individuals likely have many opportunities for employment. If you find a worthwhile candidate strike fast.

 

3. Fine-Tune your Election Process

Evaluate your candidate before you schedule the interview. Provide a clear job description so they know the exact qualifications they need and you know whether or not they are a good fit before you interview. Not only will this improve your odds that the candidate will actually attend the interview but by evaluating the candidate based on a clearly defined job description you’ll save valuable time.

 

4. Let Candidates Know Your Expectations

Be firm and clear about your expectations for them to show up to the interview or notify you that they are unable to attend. See that they understand it’s a competitive market and you will have others vying for the position so rescheduling is not an option. When you approach the interview scheduling process with confidence and authority the candidate is more likely to view the position as highly desirable and your interview as serious business. 

 

5. Offer More Appealing Interviews

We’ve all gone through a great deal of stress these past few years. Pandemic lockdowns and missed opportunities for social interaction have taken their toll on many people including job-seekers. The stress of a standard interview may be reason enough for your candidate to be a no-show. Avoid this by offering an interview that’s slightly more engaging and exciting. Offer a company tour, a special presentation, or interview them over coffee or lunch or in an off-site interview space. A casual interview is much more enticing and provides an opportunity for you to learn more about your candidate as they relax. This interview process may seem slightly less professional but it’s actually proven popular among job candidates.

 

6. Over-Schedule Your Interviews

If you see a trend among candidate no-shows and want to ensure you don’t waste the time, schedule more interviews than usual. That way if you have at least one candidate who ghosts (a strong possibility) you still have more candidates from which to choose. 

 

7. Strengthen Your Communication Skills

If you communicate in a strong and clear manner, leaving no room for misinterpretation, your candidate will more than likely attend the scheduled interview. If you don’t communicate well and leave room for misunderstanding then your candidate may see this as unimportant to you and act in kind. After setting up an interview follow up with an email immediately. Give them all of the pertinent information they will need to prepare for the interview. Reach out regularly prior to the interview via text or email. If you have several interviews scheduled, set up automated reminders and calendar appointments.

 

8. Make Sure You Show Up and Stick to Your Schedule

We all experience conflicts in our schedules. That being said, you must respect the interview schedule. Rescheduling may make the job-seeker feel as though they are low-priority. Not very enticing is it? Be judicious when scheduling your interviews and stick to the schedule. 

 

9. Ask Candidates to Keep You in Their Loop

Let your candidate know you understand schedules are subject to change. Firmly request they alert you should they accept another offer in the interim. Provide them with all of your professional contact information to ensure you get their messages.

 

10. Become Known as A Stellar Employer

In today’s job market it’s easy for employment opportunities to all get lumped together. Staying competitive means standing out and above the pile. Do what you can to ensure your credibility and desirability. Work to reduce turnover by making sure your current employees are happy and supported. Offer great benefits and perks such as gym memberships, employee get-aways, gatherings, and celebrations. In other words, create a positive work culture that makes your environment enticing. Your company’s reputation as a great place to work helps make sure candidates show up to the interview. 

 

Help to End the No-Show Candidates

Great interviewing is not always second nature and most organizations can and should work constantly on hiring improvements. At Cornerstone Coaching & Consulting, we work with you to improve your skills when it comes to interviewing potential candidates and offer you the support you need before, during, and after the process. Contact Cornerstone Coaching & Consulting today and stop getting ghosted!