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Interview Questions and Answers! (How to PASS a JOB INTERVIEW!)

If youre not getting a response after an interview and youve followed up and done everything that you can as an interested job candidate, dont take it too personally. While its painful to sit and wonder why you never heard back, just rememberthe job thats truly meant for you could be just around the corner.

Wish you could talk through your job search and career questions with someone? FlexJobs offers one-on-one career coaching sessions where our experts review your experience, provide actionable feedback, and answer questions.

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How To Cancel An Interview The Right Way

If youre nervous about cancelling an interview, dont be.

Employers understand that there are a variety of reasons why a candidate may have a change in heart.

Theyll appreciate that you havent wasted any more of their time and that youve been honest.

Think of it this way, if you went to an interview and took the job, only to quit a month later, that can cost the business a lot of money and resource.

And the same principle applies if you simply dont turn up for the interview in the first place.

HR personnel and senior managers take time out of their busy schedules to meet you in person, so contacting them is a kind courtesy to let them know that they can get on with their day.

Or alternatively, they can find another candidate to fill the time who is passionate about taking the position.

To cancel an interview in the right fashion, follow these two simple tips:

F Specific Concerns Based On Individual Code Grounds

i) Age:

Under subsection 24 of the Code, questions about age are allowed if the employer is a special service organization that serves a particular age group. Special service organizations are defined as religious, philanthropic, educational, fraternal or social in nature, serving mostly the interests of certain age groups. Employers can hire persons based on their age if age is a reasonable and bona fide job requirement.

Example: A youth group is hiring a social coordinator and the organization wishes to hire a person under age 25. The group may be able to do so, if it can show that this is a bona fide job requirement.

Even if an employer is not considered to be a “special service organization,” it can still make distinctions based on age if age is a reasonable and bona fide qualification because of the nature of the job. If so, then the exemption under subsection 24 of the Code may apply. No other questions or statements related to age are allowed.

  • Do you think you can handle this job?
  • It takes a person who is full of vim and vigour.”
  • We are looking to rejuvenate the workforce.

ii) Citizenship:

Employers can ask if a person is legally entitled to work in Canada. Avoid asking for information on nationality, place of birth or ethnic origin, even if these are required by the organization responsible for licensing the applicants occupation. Other than three specific situations described below, employers cannot ask for information about citizenship.

iv) Creed/religion:

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Types Of Candidates That Do Not Show Up

There are a number of different reasons why a candidate may not show up for a job interview. Just a small sample of the reasons include:

Often there is no way to know which factor was involved, but if it was the first 3, then you may still have a good candidate that youre missing out on if they do not follow up with the interview.

Application Rejection Email Template:

Why your candidates doesnt turn up for the interview

Hello ,

Thank you for expressing interest in and the position you applied for. While we were impressed with your qualifications, unfortunately, weve decided to move forward with other applicants whose skills and experience better meet our needs at this time.

We sincerely appreciate your interest in and hope that youll stay in touch. Please dont hesitate to reach out if we have another open role that interests you.

To stay up to date on current job openings and ensure youre included in our search for future great candidates, we encourage you to join our talent community and connect with us here: < Link to Talent

Pipeline Nurture Page> .

< Sender Name>

Here are some tips for writing a rejection email following a resume submission or application:

  • Do not send the email out immediately after youve decided to reject the candidate. It would help if you let enough time pass for the candidate to know you thoroughly reviewed their application.
  • Let the candidate know that they should feel free to apply for other positions they may find at your company.
  • Give the candidate a choice to opt into your candidate relationship management program to receive notifications about new, relevant job openings.

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The Lse Alumni Turning Their University Into A Startup Powerhouse

So how have we gone from that polite thank-you note to not even showing up? According to Indeeds report, the reasons for ghosting among job seekers varies, with 20% saying they received a better job offer in the meantime, 13% dissatisfied with the salary offered and 15% indicating they decided the job wasnt the right fit for them.

Hiring Strategies To Minimize Candidate Ghosting

Many candidates likely assume that ghosting a potential employer wont catch up to them and there will be no consequences for the unprofessional action. However, employers are taking names literally. With the increasing rise in ghosting, many employers are tightening up their processes to protect themselves from the significant time lost on these candidates.

In addition to tracking the culprits and ensuring they dont make it to even a screening call next time, employers can set their sights on improved communication throughout the hiring process. The theory is that keeping a candidate informed of where they are in the hiring process, and perhaps even discussing salary earlier than they typically would, will keep prospects engaged.

Hiring managers must also put more effort into being attentive: responding to candidates resume follow-ups, returning voicemails and doing their part to make sure candidates understand theyre still being considered.

Certain Reasons For Leaving/searching For A New Job

Even if you dont speak negatively about your boss or coworkers, you need to be careful when explaining your reason for wanting another job. Of course, we would all like a job that pays over $100K a year, but Cashman cautions against ever saying that you want more money. And she warns that sometimes your answers may not be perceived the way you intended. For example, I want more room for growth, can be interpreted as, I get bored easily, by a hiring manager. She recommends a brief statement about how much youve enjoyed working for your present employer and how much youve learned from them. Then explain that you are looking for a new opportunity where you can gain whatever it is that you want to gain from a new job, and then close by saying thats why you want this position and want to work at this company.

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C Offer And Provide Accommodation For The Interview Or Test

Employers must accommodate applicants needs related to Code grounds for any part of the interview or hiring process, including tests. The employer must provide appropriate accommodation subject to the test of undue hardship. See also Section IV-8 Meeting the accommodation needs of employees on the job for more information on the principles involved.

The Commission recommends that employers offer accommodation to all candidates who need it when inviting them for an interview or test. A person who needs accommodation to take part in an interview is responsible for advising of this need in enough detail, and co-operating in consultations to enable the employer to respond to the request before the interview or testing. There is no set formula for accommodation. Each person’s needs are unique and must be considered individually.

Your Relationship With The Candidate Matters

How to Interview Someone – How to Recruit a Good Job Candidate (4 of 5)

If a candidate doesnt make their first screening call, it might be safe to assume theyre not interested. But if a candidate was already successful through multiple hiring stages, and had even met or spoken with your team, youve invested in them and theyve invested in you. Its worth reaching out to find out what happened.

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When Your Qualifications Dont Measure Up

There can be a myriad of reasons why you haven’t been contacted. Sometimes, there are limitations to your qualifications or flaws in how you have presented your candidacy. In other cases, your qualifications might have been enough, but they were outweighed by strong competition or an internal candidate. If this is the case for you, you can lower your sights to a more entry-level position and try to re-apply after you’ve gathered more experience. You can also try presenting your current qualifications in a more flattering way by emphasizing keywords from the job posting.

So What Should I Include In A Rejection Email

A thorough rejection email should touch on the following elements:

#1 Say thank youAlways thank a candidate for their time and interest in your company. Whether it was in application, or coming in for interviews in addition to being polite, this message also shows applicants your organisation values othersâ time.

#2 Humanise itAlways use the applicantâs first name and the title of the position. If possible, you may also include a note from the conversation or mention something that impressed you.

#3 Where possible, give feedbackWhere time permits and especially if candidates have given up a significant amount of time interviewing, provide some feedback as it provides valuable insight for the candidate that may help inform their next move.

#4 Invitation to apply againIf you feel a candidate is a good fit for the company, just not now, keep the door open and let them know you would like to contact them for other opportunities in the future.

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What Are The Consequences Of Not Turning Up For An Interview

So youve landed yourself an interview with an employer, but youve had a change in heart uh oh!

However, youre not alone.

According to CV-Library, one in ten UK professionals have admitted to not showing up to an interview, with this figure rising to around 18% for the Millennial generation.

The same study also revealed that 34% of candidates abandoned interview because they didnt want the job anymore and 22% expect at least an email confirmation or they may forget about it.

Whatever the reason may be, its an unwanted emerging trend in the UK and one that doesnt look particularly great on your part.

The question is, what is the severity of being labelled an interview no-show?

Send A Polite Rejection

Interview No Show Email Template

Even if youre no longer considering the candidate for the role, its always a good idea to send a rejection email. You can send automated bulk emails through your recruiting software, but in cases of interview no-shows, tweak your message:

Hi Mike,

We didnt see you at our scheduled interview on Tuesday. I hope everything is ok. We were pressed for time, so we had to move on with our hiring process. If you agree, well keep your resume on file for future opportunities.


Keep in mind that, for EU candidates, you need to follow the guidelines of the General Data Protection Regulation to store their personal data.

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Reasons Why Candidates Did Not Turn

Manager – Marketing | Go-to-Market Expert for US & MEA | B2B Marketing

No show from candidates for a job interview is as bad a feeling as no sales conversion for the business. But are candidates responsible for this? Or there is something missed by the recruiters in their hiring process? Here are 6 reasons why candidates did not turn-up for interview.

1. Vague Job DescriptionWriting a Job description for a job opening is an art in itself. Many a times, recruiters are writing incomplete, vague and at times misleading job description. During screening call candidates might confirm their presence, but after receiving the JD a mismatch in expectations versus reality is bound to happen. How can such lousy writings attract candidates? A thorough job description talks in detail about exact requirements of the job, what is expected of the candidates and what candidates can expect out of the company.

2. Salary details are hiddenThe most common statement from companies these days is We want to hire candidates who are not looking for money. Are these companies also looking for customers who are not willing to pay money for the purchases? If candidates are offering their expertise for your business to grow, they would also expect to know what returns they are getting. Hiding the salary details is not giving a positive notion about matching the expectations of the candidates with the job.

Why You Should Follow Up With A Candidate Even If They Dont Show Up For An Interview

Think about the different ways you can handle an interview no-show. Once you decide which method works for you, its important to consider the reasons why you should follow up. In many cases, there may have been a simple misunderstanding about the interview date and time. If your candidate spoke to the front desk, talk to your staff and find out what information the candidate was given. It could be a matter of miscommunication or a simple date mix-up. In these cases, you should definitely follow up to reschedule.

Whether its a health scare or a breakdown, sometimes emergencies happen that are simply out of our control. Candidates who run into an emergency arent thinking about calling you to cancel or reschedule their interview. If the person does eventually contact you to explain, its best to reconsider and invite them to come in for an interview at another time.

If youre angry with the no-show or decide that they wont be hired, it can actually harm your companys reputation and brand. This doesnt mean that you have to be a pushover, but it does mean that you should remain as professional as possible when you follow up. Getting angry or being rude only hurts you in the long run and could cause damage that you cant see right away.

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A Employment Agencies/search Firms

An employer cannot use an employment agency to hire people based on preferences related to race, sex, disability or other Code grounds. This is specifically prohibited in section 23 of the Code. Employment agencies cannot screen applicants based on discriminatory grounds, and are not allowed to keep a record of client “preferences” of this kind. When using an employment agency or search firm, employers should make sure that the agency or firm is aware that they are an equal opportunity employer and wish to see a broad range of candidates.

Tips To Managing Interview Cancellations And No Shows


As the war for talent has once again heated up, candidates are no longer willing to wait long for interviews. Many are simultaneously interviewing at multiple employers. If they get hired somewhere else, they cancel your interview.

Some simply do not show up and do not call. Frustrating, right?

Not to mention costly, as some hiring managers travel to conduct selection interviews. But, before you pull your hair out, take a moment to consider the candidates point of view.

The best candidates are busy people. If they are currently employed, their time for interviewing is limited. They may have multiple companies vying for their attention. You are just one of many. On the other hand, young candidates may be fearful and intimidated. They are focused on their own schedules and assume that you have plenty of people to consider. Why would you care if they dont show up? Youll just move on to the next person on your list, right?

Whether experienced professionals or college grads, job candidates today are focused on one thing: finding the company that gives them the best feeling and makes getting hired easy.

The same thing is true of relocation. Are they truly willing to relocate? How committed are they to that decision? Learn as much as you can about what are deal-breakers for candidates to ensure that only candidates who are truly willing to work the job, where its located, for the salary offered, are the ones who interview.

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It’s Competitive Out There

The best candidates are also the most in-demand candidates. Interviews take two to tango, so its possible your candidate lost interest or found a role elsewhere. This could be because they realized there was a misalignment between the role and their expectations, they learned something new about your organization, or another organization snatched them up faster.

While some no-show factors are out of your control, theres a lot you can do to manage these situations and increase the likelihood of a candidate showing up for an interview.

What To Do When Candidates Not Showing Up To Interviews

Head of Human Resources & Administration at Eldib & Co – Attorneys at Law

We all as HR Professionals in general and Recruiters in particular, are asking ourselves the following question:

Should I contact the candidates not showing up to interviews and ask them why? Or just ignore them due to their lack of professionalism and continue with other potential candidates?

To answer the above question, I will divide the answer into three steps:

Step 1: Categorizing candidates

Step 2: Ask myself as a recruiter 4 questions.

Step 3: What to do and how to react.

First step: We have to categorize the candidates into 4 categories to know which type we are dealing with and consequently will determine how to react:

1. Active candidates

The second step: is answering the following 4 questions:

1. Are those candidates really the right fit for the role?

2. Did you give them a good first impression with a personal touch?

3. Did you provide flexibility during scheduling interview appointments in regards to date, time and location of the interview? Or have you rescheduled the interview inline with their convenience?

4. Have you told them that there will be no harm if they cant show up to the interview to let you know and that will save both you and them a lot of time?

Then comes the third and last step: How to react after they not showing up to interviews.

There are two scenarios to deal with this situation:

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