Second Year International Business Student | Project Coordination | Social Media Management | Event Management
Over the past couple of days, I had ten interviews scheduled—both virtual and in-person—but only one candidate actually attended, and even they were running late. 🥲 One person sent a message to cancel, and another gave a quick call to explain their absence. As for the rest? They didn’t even respond. 🙃 This experience got me reflecting on the challenges we face in recruitment. As someone relatively new to the field, I’m learning that each missed interview opens up questions about why candidates aren’t following through. 🤔 Curious to understand this better, I came across some insights worth sharing: 📍A recent report from Indeed shows that 78% of job seekers in 2022 “ghosted” during the hiring process, a 10% rise from the previous year. Although it’s easy to blame it on the lure of better offers, it turns out that multiple factors are at play. 🔸The top reasons candidates reported for not showing up: The role didn’t align with their career path The company culture didn’t fit their values The benefits offered weren’t competitive They received another offer The salary wasn’t attractive enough To reduce no-shows, here are a few strategies that might help: 🔑 Practical steps to minimize candidate no-shows: 1️⃣ Prioritize quick follow-ups: When you find a good candidate, schedule the interview within 48 hours to maintain their interest. 2️⃣ Be upfront about pay and benefits: Transparency from the start sets clear expectations. 3️⃣ Offer flexible interview options: Flexibility in timing and virtual interview options can make attendance easier for candidates. 🔎 Let’s not forget that communication is a two-way street. Employers, too, need to close the loop by updating candidates about interview outcomes. Open and respectful communication, even when it’s tough (like declining a candidate or deciding not to proceed), helps to keep the process transparent for everyone involved. If you’ve had similar experiences or ideas on how to address this, I’d love to hear them. 🤝🌻 Link to the article: https://lnkd.in/e68cwuZG #recruitment #humanresources #talentacquisition #jobseekers #employerbranding #HomZhans
