Is Your Job Candidate Going to Show Up?

How to dress for a job interview.

Job candidates with low intent may keep you waiting

Is this candidate—the one who had seemed so eager to get the job—reversing some roles here? Because he’s not the one standing at the door, fidgeting impatiently, waiting for the interview to begin. You are.

By now you know that the candidate won’t turn up. And this time, you’ve wasted more than just time.


Related: How to reject a candidate after the interview


There are many reasons why your candidates fail to show up for the job interview. The top talent is likely to be in a position of advantage, with many job offers coming in at the same time. The not-so-coveted candidates (especially in the mass hiring segment in India) are likely to be the less dependable ones.


Related: Are you hiring the best people available?


So, is your job candidate going to show up?


Here are some things that will help control the no-show situation.

-Once you shortlist the applicants, schedule interviews as soon as possible. You want to be faster and more efficient than other employers.

Keep in touch with the candidates. Use email and/or text messages to remind them of the interview date and time.

-Allow for flexibility. The sought-after candidates will have more than one interview lined up. In case they request to reschedule, make an allowance for that.

-Find out why candidates typically drop out before the interview. Is it because they feel unprepared? Are they receiving several offers at the same time? Is your company offering them what they’re looking for in a job?


Related: The 5 Recruitment Mistakes You’re Probably Making


Is the candidate really interested in your job? Gauging your candidate’s intent to join your company should be a part of your pre-screening strategy.


Another unique feature of MeraJob’s SmartProfile™ is that it captures the candidate’s job-related behaviour patterns.

In addition to the data on the candidate’s qualifications and work experience, the SmartProfile™ highlights the candidate’s intent to join (by examining, for instance, how often s/he inquires about the developments of the hiring process), what his/her primary reason for applying for this job is (location preference, salary increment, job profile etc.), how many interviews he/she has confirmed and attended in the past, and so on.


Related: How companies can attract and retain top talent


With MeraJob’s pre-screening solutions, you will be matched to pre-screened candidates who are best suited for the job.


To hire pre-screened candidates at ½ the cost and in ½ the time, register with

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