You’ve prepared interview questions. Your recruiting committee has been assembled. The only issue? The candidate does not appear. If you’ve ever been hired for a job, you’ve probably had at least one interview no-show.

According to Economic Times, several companies claim that 30 to 60% of their prospects fail to show up for interviews. Candidate ghosting is more common in hourly and lower-paying jobs, although it may happen at any organization for any position. Learn why interview no-shows are an issue and what you can do to reduce them.


Why interview no-shows are a problem?

You’ve reserved that time to talk to the applicant, so if they don’t show up for the interview, it’s a waste of your time. Your productivity suffers since you might be using that time for other tasks at work. Any time lost while awaiting the candidate. It is a waste of time for any other staff members who may be there.

Additionally, it limits your employment alternatives. Let’s say you set up five interviews, but only two applicants appear. You’re left with the choice of holding further interviews or being limited in your selections if neither of those applicants looks like a suitable match.


Three Main Reasons for No Show:

How to reduce hiring no-shows

1. Move With Speed before they get any job offer:

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

The longer candidates must wait before hearing from you, the less interested they get. As a result, the less involved your applicants will be, the less likely it is that they will show up for the interview.

For this very reason, Metahire has been created to make the recruiting process as simple as possible. Candidates pass through the process rapidly with practically no waiting for human input from recruiters thanks to the automation of the recruiting funnel. This drastically reduces interview no-show rates and shortens the time it takes to employ someone.

One of our customers, PNG Brothers, for instance, cut the time to activation from 41 to 2 days by automating their hiring procedure, which included the criteria for candidate selection. The case study is available to read here.

2. Pick just the most qualified candidates for interviews:

As wrong-fit applicants are more likely to cancel than right-fit candidates, if you have the skills to choose the best prospects for interviews, your no-show rates will automatically decline.

Utilize the data you have on hiring to determine the traits and capabilities of your best employees, and then utilize the application process to evaluate prospects for those traits.

In this approach, you may choose people who are more likely to show up for an interview, be hired, and do the job for a longer period using reliable data.

3. Setup candidate expectations better:

Candidates will be more interested in the chance if you provide them with a clear job description and use the application process to give them information about the typical day of work.

This is simple to do by including situational judgment assessments and other realistic job previews into your application process.

Candidates will feel more sure that they’d love working for you and be inspired to show up for interviews if they can see themselves in the position thanks to these sorts of interactive and engaging tests.

4. Engagement and Reminders

Due to insufficient communication from hiring teams, many candidates leave the hiring process. According to one research, 51% of applicants are dissatisfied with the recruiting teams’ lack of contact, and 30% claim that employers didn’t even recognize their application.

Making many follow-up phone calls for each job opening is not necessary to communicate with prospects. There is simply no justification for such poor communication nowadays, especially in high-volume hiring, when recruitment automation can handle so much of the laborious work.

Utilize your hiring technology to plan out automatic emails that will be sent to prospects as they pass through various phases of the hiring process. In this manner, you maintain contact with the applicant, keep them interested in the procedure, and give them a sense of advancement.

These emails may easily be personalized to hide the fact that they are being sent automatically from the candidate. Additionally, always reply quickly if a candidate emails you with a query concerning the interview or hiring procedure. If not, you can be certain that they won’t be there on interview day!

Final Thoughts

While it is obvious that there are a variety of reasons why a candidate would choose not to attend a planned meeting with you, there are numerous things you can do to reduce the likelihood of no-shows.

You’ll have a better chance of hiring new employees before your rival if you automate routine tailored contact and streamline the hiring process to move quickly. A compelling application process that leaves a positive picture of the position and company can encourage early involvement and significantly lower your no-show rates.

You may schedule a demo below if you’d want to see how Metahire can automate your applicant selection so you can interact, interview, and employ people more quickly.


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