job interview next to a window

No-shows are an inevitable part of running live interviews and can cost your business time and money, let alone many missed opportunities to hire great people. Here are 3 reasons why no-shows exist and some ideas on how you could be preventing them.

1. Applicants are sometimes simply just…busy.

Scheduling with tertiary studies, family issues, sickness or current jobs can often clash with interview availability and make it difficult for applicants to make time for interviews. This can unfortunately occur often at key interviewing periods at the start or end of the year which are periods of transition for many other organisations. Through no fault of their own, applicant’s lives can get in the way and hamper their efforts to secure a position at your organisation.

Prevention here can be very difficult as all applicant’s situations are different. However, a business can improve this by being more flexible with interview times. Punctuality and commitment is something your company should be looking for but some understanding of life pressures needs to be incorporated into the interview planning and scheduling process.

2. Applicants are spooked by ‘getting to know you’ type interviews or self-absorbed interviewers.

As is the case with some modern companies, the interview becomes an avenue to try and personally get to know the individual to see if they fit in the working environment and business culture. Although this is important, applicants can feel as though the interview becomes more of a therapy session than a discussion of their work skills. Applicants can feel, especially if unsuccessful, that interviews are unsubstantial and a waste of time.
Interviewers hijacking the process of discovery and sharing their own life stories to appear personable are all too common. This can leave the applicants feeling cheated, unheard and distant from the process and company.

These issues can easily prevented by implementing proper interviewing practices. The interviewer should stick to a process set out by the company and ensure that all discussion is related in some way to the key goals of the interview at hand. These can include assessing cultural fit, biases, skill levels and much more. Clear guidelines should be set as to what should and should not be discussed.

3. They can feel fake.

Showing up to an interview from the handshake, eye contact, small talk and forced smile can all feel a bit cheesy. Many feel as though they have to put up an act to increase their chances of getting hired in an effort to present their best selves in the high stakes situation As a result, many applicants can feel as though they’re having to be a different person when in an interview which can be very uncomfortable and ultimately damaging for both the employer and the interviewee.

While this can be hard to prevent as it is a concern within the applicant, the environment that the interviewer and company constructs can often be integral to an applicant’s response. As such, a warm but not superficial treatment of the applicant is integral to putting them at ease to be their real selves which is all that the employer is trying to see in an interview. Unnecessary formalities can restrict the level of understanding you get about an interviewee.

Understand, learn and plan.

There can be a myriad of reasons for no-shows and often it can be for reasons completely out of the control of the applicant. Understanding the reasons can help plan better and improve your hiring processes.

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