There’s no sting quite like being stood up. After exchanging various messages, scheduling in a date, and rigorously readying yourself the day of, it can be disappointing to discover that the other person is not coming.
While this sounds a lot like the makings of a romantic date, this is in fact in reference to those potential job candidates who ultimately don’t show up to their arranged interview. According to USA Today, various businesses report anywhere between 20% to 50% of their candidates are no-shows for interviews. One business owner even found that only 10% of his total applicants actually replied when he tried to schedule an interview, and of those who he did set one up with, only 5-10% showed up.
This can be disheartening for employers and their recruiters. Having to go through the process of narrowing down potential candidates only for them to ‘ghost’ the interview (which is just a Gen Z way of saying not show up despite being present during the initial hiring process) can result in a lot of wasted time and effort on the employer’s side.
In light of this, I wanted to look at what employers can be doing to mitigate the risk of potential no-shows:
There is no guaranteed way of avoiding those potential no-shows. An employer can take all these precautions and it can still occur, but at least this way they will be doing everything in their power to mitigate that outcome. The key thing to remember is that hiring is a two-way street; the type of respect an organization shows a candidate will be the type they are more likely to receive in return, so being transparent, honest, and communicative is the best way forward.
To discuss these strategies in more detail and how we can help optimize your hiring process, please get in touch with me at firstname.lastname@example.org