👻 The 90% that don't show up(Ghosting) to job interviews

The Problem

Job interviews can be a time-consuming and frustrating part of the hiring process. However, they are also a necessary evil. 

Interviews help employers assess a candidate's skills, qualifications, and personality, ensuring they are the right fit for the job. 

They also allow candidates to learn more about the role and the company culture and ask any questions they may have. 

Nevertheless, interviews can be a massive waste of time and resources if candidates don't show up. 

According to a recent study, 90% of candidates don't attend job interviews. 

When candidates  are not attending to the interview and cease all types of communication between parties, we are in front of something called "Ghosting."

This "new" trend refers to the art of disappearing without a word.

In today's installment, we will only mention the term "Ghosting."

We will talk more in-depth about the subject in the next few weeks.

In the meantime, and based on our experience, we can understand that the "ghosting" thing is often happening due to misleading job descriptions, low pay, inadequate training, and horrible working conditions. 

Also, the need for more transparent communication channels between applicants/candidates is adding to the problem.

As a result, employers must ensure that they attract the best candidates by providing accurate information about the role and the company and offering competitive salaries and benefits. 

Only then will they be able to secure the top talent for their business.

So, what's the cause of this problem? 

Job interviews can be an unsatisfying experience for candidates.

However, there are other reasons a candidate might miss an interview, such as already accepting another job offer.

They feel underqualified for the position or unable to take time off from their current job.

Hourly positions and lower-paying jobs tend to have a higher rate of candidate ghosting. Still, it can happen to any company for any position.

Sometimes, the job description may need to be better written or clearer, making it easier for applicants to understand what the company is looking for.

Remember, you are competing against other employers that may have a more attractive proposal; you need to be an attractive option for the candidates.

Company culture is vital so that the applicant feels they are in a place where personal growth and long time gratification are an essential part of the business.

Making sure your application is easy and intuitive to complete can make things favorable for you and the applicant.

Suppose they find themselves bogged down with too many questions or an interface needing to be more friendly.

In that case, you may lose out on potential employees looking elsewhere because their experience was different from what was expected from the start!

Applicants are more likely to agree on a job interview if they receive follow-up from employers within 48 hours.

Studies show that applicants lose interest once waiting more than two days, so the slower your process is -the less invested in it will be.

Their chances of showing up at an interview also decrease dramatically!

Ultimately, the best way to avoid having candidates miss their interviews is to ensure that the job description is clear and concise and that the working conditions are attractive enough that candidates will want to come in for an interview.

That's why Pipehire was designed efficiently, streamlining every step possible for candidates who need jobs quickly while still getting all the important information required by recruiters during each stage.

How can we fix this problem? 

• Staying competitive means positioning your company as a desirable place to work. Unfortunately, the job offer most of the time is generic.

• We must take the time to write a job offer that captures what the company really is.

• It is crucial to motivate applicants from the beginning.

• Communication should be priority number one. Make sure you are very intentional in how you communicate along the process.

• From the beginning, you must clarify who is in charge of the process and what are the open contact channels to express or communicate any idea.

• We need to be more proactive about communicating with candidates leading up to their interviews.

• Communication must be clear and straightforward from day one.

• A simple phone call or email/SMS reminder the day before can ensure that candidates show up.

• Explain that it is OK not to be interested in the job after you start the process. Create two-way communication channels so the candidate can openly express any disagreement with the process.

• Job seekers should know where they stand throughout the process.

• Additionally, we need to be flexible with our scheduling and ensure we're accommodating candidates' schedules as much as possible.

• Along with all the benefits and rewards, we must be able to communicate the importance and relevance that they have within the company, treat them as human beings and understand that we all have aspirations and dreams that seek to be achieved through work and self-satisfaction.

• Lastly, we should avoid last-minute cancellations by having a backup plan.

Conclusion: 

No-shows are a massive problem in the job interview process—but there are ways to fix it.

By being proactive in communicating with candidates and flexible scheduling, we can increase the likelihood of candidates appearing for their interviews. Additionally, a backup plan will help us avoid last-minute cancellations.

By taking these steps, we can make the job interview process more efficient and productive. 

To avoid no-shows, it is essential to be proactive in sending reminders and following up with candidates.

Additionally, being flexible with scheduling can go a long way in ensuring that candidates can do their interviews.

Finally, having a backup plan in place will help to ensure that even if a candidate cancels at the last minute, the interview can still go ahead as planned.

By taking these steps, we can make the job interview process more efficient and effective.

Pipehire is the Hiring, Management, and Retention platform for Home Service Companies.

🤔 Questions on managing cleaning employees? Email us at support@pipehirehrm.com or visit us at pipehirehrm.com to learn how better to manage all your cleaning employees with our hiring software

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