How to reduce no shows in hourly volume hiring

It might be annoying when applicants fail to appear for interviews for jobs. No-shows not only consume valuable interview slots but wastes hiring managers' time and can also be very time-consuming to reschedule.

And again the terrible aspect is that in high-volume hiring, interview no-shows are common. When hiring hourly labor, you receive more applications than usual, thus you will inevitably have to deal with more no-shows for each open position.

Let's look at a few of the causes of interview no-shows and what you and your team can do to mitigate them.

Let's dive in, shall we?

Before we proceed we shall look at some reasons why applicants fail to appear for interviews

No-shows for interviews can occur for a variety of reasons, some of which are preventable and others that are not. Although candidates are typically accountable when it occurs, it will be simpler for you to take action if you embrace some accountability as an employer as well.

So let's start by looking at some of the frequent excuses given by applicants for failing to show up for job interviews during high-volume hiring processes.

Frequent no-show candidates’ excuses:

•The application procedure wasn't suitable; they thought it was too drawn-out, tedious, or tough; alternatively, you might have asked questions they didn't want to answer. All of these factors may help the candidate form a bad opinion of you as an employer.

•They feel scared or underqualified for the position as a result of your application process, and as a result, they are too anxious to attend an interview.

•They lacked enthusiasm for the job - The applicant lost interest in the position since your application procedure didn't present a convincing enough case for the position and the organization. Nothing at all that caught their attention or gave your company the impression of being a fun place to work to make your business owner brand distinctive.

•They miscalculated the appointment date or time. It's simple for schedules and dates to get mixed up or for interview invitations to get lost in packed inboxes if a candidate is simultaneously applying to several job openings.

•Nervousness overcame them - So many of your greatest applicants when you're hunting for hourly, entry-level jobs won't have any prior work experience. As a result, individuals are more likely to be anxious before the interview &, and if their anxiety overwhelms them, they can decide to cancel it at the last second.

How to decrease no-shows while filling hourly positions

You are equipped with interview questions. Your hiring group has assembled. The sole issue? The candidates don't appear. You have probably had to deal with at least some interview no-shows if you've ever been hired for any position. Ghosting of candidates is more common in hourly and lower-paying positions, but it can occur at any organization for any position.

You'll find 9 effective tips in this article that will assist you as a hiring manager in minimizing the number of no-shows you encounter for your volume-hiring openings.

Request opinions from no-show candidates

Endeavor to reach out to all prospects who ghost you if you frequently experience interview no-show issues. Find out why they decided not to attend the assessment as well as what made them decide otherwise. The applicant may be at fault if they receive another job offer before the interview or feel unprepared.

If a candidate is identified as a no-show, set up an email feedback survey to be sent out automatically. Even though not everyone will respond, the ones that do will have a significant influence on your future approach.

Improve the way you handle applicant expectations

Candidates will be more interested in the chance if you provide them with a detailed job description and utilize the application phase to give them information about the typical day of the role.

This is simple to accomplish by incorporating situational judgment assessments and other job requirement previews into your application procedure. Applicants will feel more confident that they'd love working for you and be inspired to show up for interviews if the evaluation is interactive and interesting and helps them picture themselves in the role.

Consistently engage your candidates

Due to inadequate engagement from hiring teams, many candidates leave the hiring process.

Making many follow-up calls for each job opening is not necessary in order to communicate with candidates. There is really no justification for such poor engagement nowadays, especially in high-volume hiring, because recruitment automation can handle so much of the laborious work.

Emails can be easily personalized so that the applicant won't realize they are receiving automated messaging. Additionally, always respond quickly if a candidate contacts you with a query concerning the interview or selection procedure. If not, you can be certain that they won't be there on interview day!

Promote yourself as a desirable employer

Whenever interview candidates have numerous possibilities, they begin comparing the employers. To remain competitive, you must present your business as a pleasant place to work.

That begins with the culture of your business. Providing your present workers with support will help you cut down on churn, which lowers the number of interviews you need to conduct. When your staff is happy, they also turn into walking billboards. They inspire others to desire to work for your business.

Explain expectations to applicants

You know, nerves can sometimes overwhelm job seekers. It makes sense that some of the people you screen for entry-level hourly positions have never attended an interview beforehand. But that doesn't mean they aren't capable of being fantastic personnel.

Deliver an automatic (but customized) email outlining the next steps as well as the interview format to each successful applicant before the interview to do. To make your mail easy to read & also to avoid intimidating less qualified prospects, keep the language casual, clear, & engaging.

Proceed swiftly

Every second counts when the employment market is competitive. According to surveys, candidates are more likely to consent to a job interview if they hear back from companies within 48 hours.

The more candidates must wait before hearing from you, the less interested they get. As a result, the less motivated your applications will be, therefore the least likely it is that they will appear for the interview.

Kindly inform interviewees to appear

Candidates occasionally really forget that they are due for an interview with you. Perhaps they jumble up the dates while applying for several positions at once, or perhaps there are such long stretches of time between phases of your hiring process that they forget they even applied for the job.

Request a candidate's most recent change report

The availability of candidates can alter suddenly. Inform your candidates that you are aware that their availability is subject to change. Request a notification from them if they accept an alternative offer or decide not to go through with the interview. To make it simple, provide them with your contact details.

Receiving feedback from the candidate offers you more time to arrange with another applicant even though you were unable to attend the interview.

Be adaptable

You'll have far better interview results if you can be accommodating with the timing of the interview. The idea is to give candidates a few options, or better yet, let them arrange their own interviews at a time that is convenient for them.

Another adaptable option that can lower candidate ghosting by easing the process to attend is conducting interviews through video chat. Another well-liked choice for job interviews today is Cubo.

Offering weekend & evening possibilities or using virtual interviewing services through platforms like Cubo, can really assist your recruitment success rate.

Like to know how Cubo gives you better leverage? Click here!