Reducing interview no shows!

Indeed revealed that 86% of jobseekers are no-shows for interviews! (Feb 2024)

If you’ve been involved in interviews, it’s likely that at some point you’ve been ghosted.? It’s frustrating, timely and costly!

BUT are we quick to blame job seekers? Is there more we could & should be doing as Recruiters? Is there more Hiring Managers should be taking responsibility for?

The Future

If you want to improve interview no shows, it’s time to leave tortoise tactics behind ??, wave goodbye to interview overkill, and turn the dial from silence to full volume.

And instead, embrace a transparent, flexible, inclusive, and respectful process, that puts job seekers front and central.?

This article includes practical tips, proven to improve interview no shows.

The Need For Speed

From the moment you receive a suitable CV, you need to act.? A recent Brookwood poll indicates that 51% of candidates lose interest if they don’t hear back from a role, within a week of applying.

Don’t let CVs gather dust, get them reviewed and interview invites sent out pronto.

Crafting curiosity

Pre-screening calls are a game changer, but often they're rushed!

Firstly, it allows an important two-way conversation.? Clarifying key information enables the job seeker to evaluate if it’s going to be suitable.? They can make an informed decision when it comes to accepting an interview request.

Secondly, it’s a crucial touch point! A chance to spark further interest and create a positive image of the role, team, culture, business.?

Let’s not forget the CVs that aren’t suitable!?It’s essential to have a system in place that acknowledges, and declines CVs. Any feedback is better than none!

Comms

If a job seeker doesn’t hear from you for a long time or doesn't get key information they need, are they going to prioritise comms with you? Or prioritise your interview request over others? ??

Why not add in extra touchpoint - for example contact interviewees before any scheduled interview to confirm the appointment, clarify reasonable adjustments, and provide additional info that might be useful (i.e. any interesting team or business news, changes to employee benefits)

Rising Costs

Ensuring your interview process isn’t a financial burden ??can make a huge difference.? If you really feel the need to conduct an in-person interview, make sure it’s only one! If you’re expecting someone to travel a significant distance, why not offer expenses (or a least a contribution).

Interview marathons

Multiple interviews, tests & presentations can make a job seeker feel like their battling an interview obstacle course.? And balancing interviews, with other day-day commitments is challenging.

Streamline the process by involving all decision-makers simultaneously. This is the beauty of video interviews! ??

Interview Inclusivity

There’s so much that can be written on this, and how an inclusive interview approach benefits everyone.

A starting point is removing ambiguity and being transparent.? Prior to an interview:

1.????? Send out an interview pack

With all the key info (interviewers, timings, interview structure, expected dress attire, directions etc.)

?2.????? Champion adjustments

Proactively ask, at all stages, what reasonable adjustments are needed.

?3.????? Flexibility

Offer choice when it comes to interview – face to face interviews aren’t easily accessible for everyone, or financially viable.

?4.????? Share interview questions

A great way to show your commitment to levelling the playing field and can significantly reduce nerves! By providing all interviewees with the same set of questions beforehand, it ensures an inclusive, and equitable process.

Try and lower interview stress where every possible!

Red Carpet Treatment

The first interview went well, and you’re looking to arrange a second.? Ensure you continue to make each, and every potential candidate feel valued!

After the interview send out a personalised thank you, provide feedback, clearly outline the next stage, and what to expect.? Detail when they will next hear from you.

By showing genuine interest, you’ll encourage job seekers to feel positively about investing further time into the process.

TOP TIP - It’s very unlikely you’re the only business the interviewees are interested in, so you need to bring you’re A – GAME, and stay relevant and fresh in their minds!

Final Thought ??

There’s no magical silver bullet. But, by tailoring your approach, comms and interactions and treating everyone as an individual, you can foster a more inclusive, and effective interview process, which should lead to better interview outcomes!

Next Steps

With over 15 years’ recruitment experience, I've gathered tons of practical tips to tackle recruitment challenges.

If you're keen on exploring further tips to reduce interview no shows, or would like to discuss other recruitment headaches please call, reach out via LinkedIn or drop me an email

?Lisa Schofield- Account Director & EDI Lead

??[email protected]

??07966020579

Who is Brookwood Recruitment?

Agile Talent Partners, specialists in providing inclusive talent solutions for Tech, Finance, HR, AM & BD appointments.? Experts in recruiting for BAU and niche roles, and large programmes of change within the UK, EMEA and US.

https://www.brookwoodrec.com

#TogetherWeCanMakeADifference

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