In the world of recruiting, we hear it all!
In my three years of recruiting, I think I have heard every excuse known to man for a candidate not showing up for their interview or better yetâ€¦.not showing up for their first day of work. In these hard economic times, WHO WOULD DO THAT??
As much as you coach them, prepare them, and invest your “blood, sweat, and tears” into making sure they are 100% prepared for your client, the reality is, they will let you down. This is not always the case, but sometimes they will disappoint.
At this point, YOU as a recruiter can do two things:
- Take it personally and spend half of your day tracking your candidates down for an explanation. By doing this, you are wasting your time and money.
- You can choose to move on. They are not saying no to you or to the opportunity you gave them; they said no to the job, not you.
This is a situation that you canâ€™t control. As recruiters, we like to think that we can control every issue. But this is not the case.
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Screening Red Flags
The best we can do in this situation is to pick up on ANY red flags in the beginning stage of our screening process and really gauge their true interest in the job being offered. This skill takes time, and even seasoned recruiters can and will be burned.
By really listening to them, you are less likely to get the call from your client asking you where your candidate is and why they did not show up for the interview or first day of work.
What screening methods have helped you weed out the candidates who are most likely to pull a stunt like this? Leave a comment and let me know!