Hi All,
I request all the Recruiters should share their recruitment experience in this particular discussion, which will help us to avoid commiting mistakes while scheduling candidates for interview.As per my experience which i gone through I have suggested some facts every recruiters should follow..Pls share your contributions..
Recruitment Facts
1.While talking to candidates over phone dont compel any candidates to attend the interview. If candidate is really interested sure he or she will attend the interview else whatever benefits we says reg job, candidates wont respond,finally it incur-res waste of time & cost
2.After giving introduction about the job description to candidates over phone,check their oral response (words and tone they exchange) carefully. this feedback will give you an idea, wether candidates will turn up for interview or not.
3.After having talk with the candidate regarding job over phone,initially showing some sort of interest, thereafter he or she was not continuosly picking up the call for more than 3 times indicates, candidate unwillingness to attend the interview.
4.Candidate who failed to keep up the interview appointment more than 3 times shows he or she is not seriously looking for job change. It is wise to avoid this type of candidates.
5.Sometimes recruiters may schedule 20 to 30 candidates for a particular week drive. Finally 2 or 3 candidates only turn up for interview. It doesnt mean recruiter fault or ineffectiveness to keep up the candidates on drive. Candidates fail to attend the interview because of various reasons(Personal,unplanned commitments etc).Recruiters could not feel dissatisfied if they get few candidates for weekly drive. To avoid this situation recruiters have to always schedule more no of candidates.
6.Look for new candidates always ,dont rely on existing candidate who is making delay in coming for the interview. Give 3 chances to every candidate. if he or she fail to attend the interview more than thrice, it is necessary to avoid further rescheduling.
7.Ask the candidate frankly wether he or she is really interested in attending interview. Through this question we can get realistic & stright forward feedback from candidates which will help recruiters to save time & to know candidates opinion at the instance.
8.As a recruiters, we are providing job to candidates,no need to please them if candidates fail to attend the interview even chances has been given to them. Let look for candidates who is in need of job. Be bold & optimistic Sure we can able to get qualified candidates.
Have a good day..
Thanks & Regards,
Saravanan
From India, Madras
I request all the Recruiters should share their recruitment experience in this particular discussion, which will help us to avoid commiting mistakes while scheduling candidates for interview.As per my experience which i gone through I have suggested some facts every recruiters should follow..Pls share your contributions..
Recruitment Facts
1.While talking to candidates over phone dont compel any candidates to attend the interview. If candidate is really interested sure he or she will attend the interview else whatever benefits we says reg job, candidates wont respond,finally it incur-res waste of time & cost
2.After giving introduction about the job description to candidates over phone,check their oral response (words and tone they exchange) carefully. this feedback will give you an idea, wether candidates will turn up for interview or not.
3.After having talk with the candidate regarding job over phone,initially showing some sort of interest, thereafter he or she was not continuosly picking up the call for more than 3 times indicates, candidate unwillingness to attend the interview.
4.Candidate who failed to keep up the interview appointment more than 3 times shows he or she is not seriously looking for job change. It is wise to avoid this type of candidates.
5.Sometimes recruiters may schedule 20 to 30 candidates for a particular week drive. Finally 2 or 3 candidates only turn up for interview. It doesnt mean recruiter fault or ineffectiveness to keep up the candidates on drive. Candidates fail to attend the interview because of various reasons(Personal,unplanned commitments etc).Recruiters could not feel dissatisfied if they get few candidates for weekly drive. To avoid this situation recruiters have to always schedule more no of candidates.
6.Look for new candidates always ,dont rely on existing candidate who is making delay in coming for the interview. Give 3 chances to every candidate. if he or she fail to attend the interview more than thrice, it is necessary to avoid further rescheduling.
7.Ask the candidate frankly wether he or she is really interested in attending interview. Through this question we can get realistic & stright forward feedback from candidates which will help recruiters to save time & to know candidates opinion at the instance.
8.As a recruiters, we are providing job to candidates,no need to please them if candidates fail to attend the interview even chances has been given to them. Let look for candidates who is in need of job. Be bold & optimistic Sure we can able to get qualified candidates.
Have a good day..
Thanks & Regards,
Saravanan
From India, Madras
Dear Saravanan,
You really comments a fact which frequently happen in Recruitment Process but nobody comments on this, here you also given some solutions which can really help to Recruiters.
All Recruiter should be serious on this topic and share their different views to minimize this situation in Recruitment process.
Thanks
Sagar
From India, Pune
You really comments a fact which frequently happen in Recruitment Process but nobody comments on this, here you also given some solutions which can really help to Recruiters.
All Recruiter should be serious on this topic and share their different views to minimize this situation in Recruitment process.
Thanks
Sagar
From India, Pune
Dear Saravanan,
I call candidates for interview. Only 1 out of 20 turn up for interview. I would add that ours is a start up compnay and less awareness in job martket. I have been trying with naukri posting, consultant, job advt in news papaer for walkin, some mass mailing also I do but, very very negligible candidates turn up for interview. Even after that if they are selected, they would turn down job offer and I am again back at zero. Pl. advice how to improve candidates interview and joining ration.
nitu
From India, Vadodara
5I call candidates for interview. Only 1 out of 20 turn up for interview. I would add that ours is a start up compnay and less awareness in job martket. I have been trying with naukri posting, consultant, job advt in news papaer for walkin, some mass mailing also I do but, very very negligible candidates turn up for interview. Even after that if they are selected, they would turn down job offer and I am again back at zero. Pl. advice how to improve candidates interview and joining ration.
nitu
From India, Vadodara
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