Dear Seniors,
My name is Sarita. I run my own consultancy. It's been two months; however, until now, no candidates have joined our clients. Lots of issues are arising, such as candidates not showing up for interviews, some who do show up not getting selected, and those who are selected not joining. Until now, no candidate has joined. Please guide me on what I can do in these circumstances.
Thanks & Regards, Sarita Sharma
From India, Ghaziabad
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2My name is Sarita. I run my own consultancy. It's been two months; however, until now, no candidates have joined our clients. Lots of issues are arising, such as candidates not showing up for interviews, some who do show up not getting selected, and those who are selected not joining. Until now, no candidate has joined. Please guide me on what I can do in these circumstances.
Thanks & Regards, Sarita Sharma
From India, Ghaziabad
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Hi,
You have partly identified the issues due to which you are facing your current problem. However, you would have to analyze the data in more detail to draw clearer inferences about the issues you have identified. For example, what is the profile of the candidates who do not turn up for interviews? Is there a correlation between the candidate profile and job profile where candidates do not take up the offer? Is there a major disconnect between the job offer and the existing market offerings, etc.? This will give you a better understanding of the more intricate details of the real issues and perhaps enable you to rework your strategies.
As your venture is relatively new, you would also have to reconcile with the fact that it will take time, effort, and a series of hits and misses before you can stabilize the operations and grow. What is imperative is that you continue to persist while at the same time keep studying the progress and making suitable adjustments until you find the right mix in sustaining, stabilizing, and then growing the business.
Best Wishes
From India, Mumbai
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You have partly identified the issues due to which you are facing your current problem. However, you would have to analyze the data in more detail to draw clearer inferences about the issues you have identified. For example, what is the profile of the candidates who do not turn up for interviews? Is there a correlation between the candidate profile and job profile where candidates do not take up the offer? Is there a major disconnect between the job offer and the existing market offerings, etc.? This will give you a better understanding of the more intricate details of the real issues and perhaps enable you to rework your strategies.
As your venture is relatively new, you would also have to reconcile with the fact that it will take time, effort, and a series of hits and misses before you can stabilize the operations and grow. What is imperative is that you continue to persist while at the same time keep studying the progress and making suitable adjustments until you find the right mix in sustaining, stabilizing, and then growing the business.
Best Wishes
From India, Mumbai
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Dear Sarita,
The areas that you have identified and the challenges that most of us face, the only solution is to keep a backup and constantly remain in touch with the candidates. However, value someone's choice not to work ahead as agreed earlier. If it doesn't work with one firm, the talent still remains open for other firms.
Here's a discussion on Managing No Shows: [Managing No shows](https://www.citehr.com/52145-candidates-not-joining-after-accepting-offer-letter.html)
From India, Mumbai
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The areas that you have identified and the challenges that most of us face, the only solution is to keep a backup and constantly remain in touch with the candidates. However, value someone's choice not to work ahead as agreed earlier. If it doesn't work with one firm, the talent still remains open for other firms.
Here's a discussion on Managing No Shows: [Managing No shows](https://www.citehr.com/52145-candidates-not-joining-after-accepting-offer-letter.html)
From India, Mumbai
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Hello Sarita Sharma,
As pointed out by our fellow senior colleagues, please take another look at the process. This reevaluation will uncover some hidden areas that require improvement on your end. It is a transitional phase, given the current conditions of slow growth. You may browse Cite HR and other websites to explore case studies that align with the present situation. Learning from others' experiences is invaluable. Continuous learning will not only engage you but also enhance your job profile.
V. Raghunathan
Navi Mumbai
From India
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As pointed out by our fellow senior colleagues, please take another look at the process. This reevaluation will uncover some hidden areas that require improvement on your end. It is a transitional phase, given the current conditions of slow growth. You may browse Cite HR and other websites to explore case studies that align with the present situation. Learning from others' experiences is invaluable. Continuous learning will not only engage you but also enhance your job profile.
V. Raghunathan
Navi Mumbai
From India
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Hello Sarita Sharma,
The second sentence in the above message should read: "It will reveal some hidden areas, and those will be areas of improvement on your side."
V. Raghunathan
Navi Mumbai
From India
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The second sentence in the above message should read: "It will reveal some hidden areas, and those will be areas of improvement on your side."
V. Raghunathan
Navi Mumbai
From India
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Hi Saritha,
These are common things in recruitment. Anyway, I am trying to find out a few reasons why candidates do not turn up for interviews after the interview has been scheduled.
1. The image of the organization shows the impact of where they are going to have the interview.
2. If candidates have experience, they may not have time for an interview because of their busy schedule or other unpredictable work from management.
3. The way of treating or the style of working where they have been selected.
Also, I want to appreciate that you are running your own organization as a female.
From India, Hyderabad
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These are common things in recruitment. Anyway, I am trying to find out a few reasons why candidates do not turn up for interviews after the interview has been scheduled.
1. The image of the organization shows the impact of where they are going to have the interview.
2. If candidates have experience, they may not have time for an interview because of their busy schedule or other unpredictable work from management.
3. The way of treating or the style of working where they have been selected.
Also, I want to appreciate that you are running your own organization as a female.
From India, Hyderabad
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