Recruitment - Departmental Candidates

Sir/mam,
I have newly joined an organization. I am into recruitment department. my problem is i don't know why my candidates don't turn up for interview even after confirming many times.I want to know if i am lacking in some skills. Can you also tell what are various other methods rather than database to find candidates.
thanks

HI,
One better way is don't push candidates to come for interview. Be like professional, share requirements, ask to come for interview if they look good. The more you follow up with the candidates, they would feel like this opening is cheaper.
thanks
Krishna Sati
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Hi,
when you schedule the interview please make sure that you will get a acknowledge mail from the candidate saying that he will attend the interview , by this way at least we will not be in wrong assumption that candidate will turn up to the interview.
Thanks
Ashwin Chakravarthi

I even take acknowledgement from candidates but still they back out at last.. any more suggestion to avoid this..
Regards
Sakshi Gupta

Hi,
To make sure that the candidate is genuinely interested, you can share your contact number with him/her & can ask to check the mails for venue details. Do not send the venue details until the candidate calls you back saying he/she has not recieved the venue or contact person details. In this way you can judge the interest level of the candidate.
Also while having the initial talk with the candidates before scheduling them we can ask them what are their plans on the day of interview, can they take leave or adjust the time before or after office hours. This can help us to know what are the priorities of the candidate and if he/she is any critical situation where his or her presence can stop him from attending interview.
Regards,
Komal Bowlekar

I am facing problem that My candidates go for the interview but I don't why I failed to follow up and co-ordinate with Hr

What would be the max time to communicate the interview result to the candidate? Some recruiters will drag this for months and finally will say "we are sorry, u r not through'. My question is why cant they inform the same to them immediately? and also would like to know that,
Do we have any prescribed mail format to communicate the candidate about the result?
I was a part of recruitment team for few months and now I want to help my juniors with the above. Please revert with ur inputs.
Regards,
Kiran

hi all,,after reading many conversations on this topic...and with my exp in recruitment i am sharing this:

1. after getting 1+ of exp every one looks for hike and best work place with environment.

2. candidates attend intws not only for hike also for work environment.

3. candidates who work in below level-3 companies, always look for best in all. they dont have complete commitment with their working company about rules and policies.they just accept offer from other companies and take 30-45 days notice period from current company and start hunt in this period very confidently.

------i belive u people r understanding why i am saying confidently---------------

they having offer in hand..they ask more package than before..

------thats the reason 70% candidates rejects the offer.

4. and next, people show offer to current comapany and demands for more hike..

5. and then, after accepting offer, candidates vl make enquirey abut the work nature, what not every thing...if they found any thing wrong of job securiety---just they drop it...

And more and more...above mentioned are major craiteria..

Thanxs friends...............

Dear Kiran,
As consultant we face the problem from the client when our candidate turn for the interview even we first screen them and they working with Brand name, When we ask the feedback from them, they reply they are up to the level. So how to get the feedback from the client side.

Hi Taha,
I am aware of the situation which you are currently facing and would like to know whether the feedback discussion with the client is verbal or written?? because anytime better we take written confirmation from the client on each hire.
As a service provider we should also let them know how important their on-time feedback is.
Please reach them through your seniors and convey the current scenario.
Regards,
Kiran