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4 Reasons for Candidate No-Shows

11/28/2017
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Carrying out recruitment can be a testing time for organizations between shortlisting, administration, interviewing, reviewing – the list goes on. Executing time-consuming and costly activities, only to be faced with a host of no-shows when it comes to interviewing candidates, adds to recruitment complexity. The time has been lost, schedules have been disrupted, and the money has been spent.

With the rise of technology in today’s recruitment landscape, video interviewing is a reliable solution to combat and eliminate no-shows’ costs. Let’s gather some insight into why candidates may not attend interviews and see how video interviewing solves these issues.

4 Reasons for No-Shows and How Video Interviewing Can Help

Lack of Time Efficiency

Rationally, the more applicants you’re faced with, the longer it takes to hone in on top talent and schedule interviews. In a world where time is of the essence and is at the center of success, candidate interest can fizzle out when faced with a slow recruitment process. Candidates may agree to meet with interviewers but may quickly lose interest if they find a faster-moving process elsewhere, leaving your team faced with a no-show in their scheduled interview slot.

However, with video interviewing, a core function is to speed up and streamline the recruitment process for all involved. Candidates don’t have to wait around as long to be contacted and interviewed, with recruiters sending out Video Interviews to candidates in a fraction of the time. The need for coordinating schedules and other administration duties can be disregarded, and the process can move as swiftly as possible, keeping both candidates and recruiters enthused along the way.

Cancellation

Aside from genuine unexpected scenarios out of the candidate’s control, it’s common for recruiters to be left with a negative impression of candidates who need to cancel their interview or reschedule. Rare is the willingness to dish out second chances. However, it’s essential not to forget that this goes for recruiters. If recruiters cancel at the drop of a hat, candidates may feel undervalued, and a lack of interest prevails. Their motivation to attend a rescheduled interview may waver, and they may decide not to turn up to the interview at all.

There is no need to reschedule with video interviewing, which lessens the risk of candidates walking away from your recruitment process. Can’t do the interview? You don’t need to! Candidates complete within the timeframe given, and their response is there for recruiters to review at your convenience. Organizations do not walk away with a stained employer image due to cancellation or rescheduling and may even get extra brownie points for allowing such flexibility for candidates.

It’s a Level Playing Field

The competitive field is not only level when it comes to business performance, but also talent acquisition. Organizations compete every day for top talent to fill open vacancies. Regardless of whether your organization secures the best candidates, it still affects your bottom line. Bringing a candidate one step further in the recruitment process isn’t always successful when they do not attend the interview, and there is a gap in a tight recruitment schedule. They may have been scooped up by a competitor who made an offer before you had the chance even to complete the interview.

Of course, candidates are only human, and the chances are that your organization is not the only one they’re scoping out for a career opportunity. The need to be fast, efficient, and innovative has never been so prominent. Video Interviewing speeds along the process, enabling you to scoop up top talent ahead of the competition and eliminate the risk of losing the candidate along the way. Even better, your organization can stand out as an employer of choice by showing off that you’re moving with the times and implementing forward-thinking change with Video Interviewing.

They’re Just Not That Into You

A simple explanation for candidates not turning up to their interview is that they’re not interested in the role at hand. This makes recruitment more complicated when the time has been set aside to conduct an interview, only to be wasted when the candidate does not attend. Making time for such a candidate ends up being a costly mistake for your recruitment and diverts the team’s attention from other crucial tasks.

If candidates don’t want to make an effort to be part of your recruitment process, how could they possibly fit into your team? Video Interviewing’ deselection’ allows you to tighten the talent pool of interested candidates AND makes you thank your lucky stars that time wasn’t booked out in the diary for recruiters and hiring managers to face an empty chair when the candidate does not show up. No-show? No budget lost!

Of course, there is a significant ROI that comes into play by removing the cost of no-shows with Video Interviewing. But that’s not all! Our workbook, “10 Metrics to Measure Video Interviewing ROI”, talks you through eliminating the cost of no-shows and more to make sure you’re getting the most out of your recruitment budget from early-stage screening onwards. Why not download the workbook for free here.

This article was created by Sonru Video Interviewing and includes contributions and research gathered from Sonru clients and candidates between 2011 to 2020.