HR Professionals
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Activity:
112 views;
last activity : 07 21 2010 06:36:05 +0000
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Don’t believe candidates blindly
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Proper screening on the candidate interest will reduce the no shows
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black list the candidate
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telephonic screening
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Play of the Instinct
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Multiple phases at diffrent parameters
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HR-Team Lead -Placemnet consultancy
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Rigorous Follow Up
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Ask candidate for questions
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Time saving on recruitment by no shows
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No Shows are very common in this corporate industry. We cannot completely stop this, but yes we can prevent it. First don’t believe blindly what ever candidate says. Try to understand his pulse.Check how genuinely he is looking for a change. So as a recruiter you should cross question the candidates to get the truth out of them. This can solve the problem to some extent.... |
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Thanks for inviting me to the debate. When the assessment of the candidate is wrong, we tend to have such no shows. Proper assessment is required. The pulse of the candidate to be smelled while interacting with him on phone itself.
We need to give some time & avoid hasty processing of the candidates at initial stage…. in the mean time we should look forward to have more interactions from the candidates......., the candidate should be asked to call up & have updates instead of calling him.
Secondly the psychological scrutiny questionnaire for the no show possibility should be tailored by every organisation where the cases are more evident
people ( like me ) who write bombastically on screen are in reality ..phonies ..
we merely pretend and r actually meek ..worthless & copycats ..
real people never talk in open !!
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According to my experience I found these points to reduce the no shows
1. Proper validating the candidates interest regarding the change of job
2. Checking how much a candidate is interested to change
3. Once candidate interested surely he will attend.
4. Proper followup must be done until the interview begins like sending mail regarding interview, sending SMS to remind about interview, etc.
Dear all Please suggest me if any thing more..
Regards
ugandhar
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"My suggestion to you is ask the canditate where he is working currently, also the package he is widrawing from his current organisation then compare that to your offer...And I guess you are smart enough to gauge wether the candidate will come or will it be a No-Show. :-) Hope this helps.....!!"
Well, I believe even if the candidate comes with very niche skills / talents, if his behaviour/ probable behaviors do not match with the current culture of the company, then we should not hire him.
Only proper screening can reduce it although this can never be stopped . A good follow up , information sharing and being completely transparent with the candidate also helps .
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Add a statement in the call for interview that if they do not show up with a valid reason they will be black listed in your organization. After all conducting interview costs money. Why waste it? Respect for others' time is an essential aspect of professional behaviour. |
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one idea could be to have a small list ( maybe 2-3 ) of questions to be asked to the candidate on the telephone and from the answers take a judgment whether the candidate has the skill sets which he/she has claimed in his/her resume this will reduce the time wastage of the tech team of the company as they will get a more filtered choice of candidates with which they can interact and choose the right fit |
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There are no set rules that are successful in these cases. Its pure play of instinct and gut feel that does the work. Everything else fails some time or the other. |
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Interview shoud be of multiple phases to review the candidate eligbility more of like real time situations and also important to understand whars there in his/her mind for the change |
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This is big trouble with Placement consultancies.Well,We need to do proper screening first as it gives you idea that how much of the candidate is interested in job position and best idea is to make candidate trust on you as well.He or she will then start talking to you more and you can easily judge how serous he or she is about job profile. |
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Rigorous follow up with the right need analysis at the time evaluating a candidate for the role helps to reduce the no show.Also making the candidate understand the urgency for the position. |
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Thorough telephonic initial screening is must. Apart from giving company introduction, job details and taking general information from him; ask him for his questions. The questions he has will enable us to know what exactly he is looking for. |
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Well a telephonic conversation is quiet sufficient to asses a candidate's capability to the post. Scruitinize the documents and get it via mail. Get the details thro' well known consultants or well known persons's recomendations. |
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- Create a confidential Career Profile and Resume/C.V. online
- Get advice for planning their career and for marketing of experience and skills
- Maximize awareness of and access to the best career opportunities
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I agree with this, its absolutely true, Passion makes you to achieve something which always leads to perform well. Perhaps pressure sometimes leads, but its always unsatisfactory.. |
In my openion each individual having their own skills, Some are good at Communication and some are good at technical. There is no point of teaching all, just we can motivate them to improve their skills. I dont think so its a big thing to teach all. |
"Smoking is injurious to health" all will say but will not stay on words.. Smoking is also a means of polluting climate.. Stoping smoking is better for world and better to stay healthy. |