{"id":82538,"date":"2022-04-22T04:42:00","date_gmt":"2022-04-22T08:42:00","guid":{"rendered":"https:\/\/isarta.com\/news\/?p=82538"},"modified":"2022-05-04T09:16:29","modified_gmt":"2022-05-04T13:16:29","slug":"3-tips-to-ensure-that-candidates-will-really-come-to-a-job-interview","status":"publish","type":"post","link":"https:\/\/isarta.com\/news\/3-tips-to-ensure-that-candidates-will-really-come-to-a-job-interview\/","title":{"rendered":"3 tips to ensure that candidates will (really) come to your job interview"},"content":{"rendered":"\n

In the field of recruitment, a “no-show” occurs when a person who has accepted a job interview fails to show up at the appointed time, without giving an explanation. It is sad to say that this unfortunate situation is becoming more and more common. This is what the data compiled by the AppyHere application indicates.
<\/strong>
The Quebec-based app AppyHere is a recruitment platform<\/a> that connects employers with potential candidates in the non-specialized, hourly job sector. Since 2020, the software company has been compiling “no show” data on its app. And after analyzing more than 5,000 interviews scheduled by about 100 companies, it turns out that the phenomenon has grown in the past year.<\/p>\n\n\n\n

From 2020 to 2021, unexcused no-shows recorded on AppyHere’s platform increased by 37% to 20% in 2021. This means that 1 in 5 candidates disappear into thin air after scheduling their interview with an employer. Also, note that this rate varies greatly from company to company, with some companies recording a 50% no-show rate, or one out of every two people who drop out without warning.<\/p>\n\n\n\n

We’ve been doing focus groups with candidates since 2017, explains Martin Mathe, co-founder of the recruitment app. And, in talking to them, we realize that they have fully integrated what is being said in the media, namely that they are navigating a candidate market. Any little friction can derail the recruitment process. If it takes too long to apply, if it takes too long for recruiters to offer an interview slot, etc.”<\/p>\n\n\n\n

Despite this, Martin Mathe was able to identify factors from his data that managed to mitigate the “no-show” rate at the interview.<\/p>\n\n\n\n

1. Schedule on short notice<\/strong>
The first tip is to choose an interview date that is close in time. According to AppyHere’s data, an interview that is scheduled more than 72 hours (three days) from the appointment time greatly increases the chances of meeting an empty chair.<\/p>\n\n\n\n

Further than 72 hours, the no-show rate becomes exponential…” warns the co-founder of AppyHere.<\/p>\n\n\n\n

2. Favour the virtual over the face-to-face<\/strong>
Due to the pandemic, the majority of interviews that took place in 2020 and 2021 were “virtual”. However, some employers on the AppyHere platform (about 5%) continued to meet their candidates in person. These employers had to deal with an absentee rate of 30%, which is 10% above the overall average of “no shows” for 2021.<\/p>\n\n\n\n

3. Be on time!<\/strong>
On LinkedIn, it is not uncommon to read a recruiter denouncing the lack of respect of a candidate who absents himself\u00a0or herself\u00a0from the interview without giving a reason. However, it is interesting to know that, according to AppyHere’s\u00a0data, 6% of “missed” appointments are caused by recruiters.<\/p>\n\n\n\n

If a recruiter forgets the appointment because he is busy, or arrives with only a minute to spare… the candidate has already moved on to another call; he is not waiting!” warns Martin Mathe.<\/p>\n","protected":false},"excerpt":{"rendered":"

In the field of recruitment, a “no-show” occurs when a person who has accepted a job interview fails to show up at the appointed time, without giving an explanation.<\/p>\n","protected":false},"author":88,"featured_media":82541,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[6],"tags":[90,82],"_links":{"self":[{"href":"https:\/\/isarta.com\/news\/wp-json\/wp\/v2\/posts\/82538"}],"collection":[{"href":"https:\/\/isarta.com\/news\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/isarta.com\/news\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/isarta.com\/news\/wp-json\/wp\/v2\/users\/88"}],"replies":[{"embeddable":true,"href":"https:\/\/isarta.com\/news\/wp-json\/wp\/v2\/comments?post=82538"}],"version-history":[{"count":5,"href":"https:\/\/isarta.com\/news\/wp-json\/wp\/v2\/posts\/82538\/revisions"}],"predecessor-version":[{"id":82586,"href":"https:\/\/isarta.com\/news\/wp-json\/wp\/v2\/posts\/82538\/revisions\/82586"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/isarta.com\/news\/wp-json\/wp\/v2\/media\/82541"}],"wp:attachment":[{"href":"https:\/\/isarta.com\/news\/wp-json\/wp\/v2\/media?parent=82538"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/isarta.com\/news\/wp-json\/wp\/v2\/categories?post=82538"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/isarta.com\/news\/wp-json\/wp\/v2\/tags?post=82538"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}