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Recruiters Are Still Complaining About No-Shows At Interviews (kyma.com)
An anonymous reader quotes CNN Money:
Chandra Kill had scheduled face-to-face interviews with 21 candidates to fill some job openings at her employment screening firm. Only 11 showed up. "About half flaked out," said Kill.... "A year or two ago it wasn't like this." With the U.S. unemployment rate at its lowest in 18 years, and more job openings than there are people looking for work, candidates are bailing on scheduled interviews. In some cases, new hires are not showing up for their first day of work....
While there's nothing wrong with accepting another job offer, bailing on an employer without notice could have lasting effects. "The world is small," said Johnny Taylor, president and CEO of the Society for Human Resource Management.... He added that he's heard of a candidate being flown out for a job interview only to skip that part of the trip. "I expect that if I send you a plane ticket and block off two hours to meet with you, you will show up." As a result, he said some companies are having candidates agree to reimburse for travel costs if they take the trip but flake on the interview.
In an effort to curb the problem, recruiters have been changing their tactics and moving through the hiring process faster. If they have a qualified candidate that seems like a good fit, they work to get them in for an interview the next day.
Inc. magazine once blamed the problem of no-shows on the low unemployment rate and "the effects technology have had on the communication style of younger generations." But leave your own thoughts in the comments.
And have you ever been a no-show for a job interview?
While there's nothing wrong with accepting another job offer, bailing on an employer without notice could have lasting effects. "The world is small," said Johnny Taylor, president and CEO of the Society for Human Resource Management.... He added that he's heard of a candidate being flown out for a job interview only to skip that part of the trip. "I expect that if I send you a plane ticket and block off two hours to meet with you, you will show up." As a result, he said some companies are having candidates agree to reimburse for travel costs if they take the trip but flake on the interview.
In an effort to curb the problem, recruiters have been changing their tactics and moving through the hiring process faster. If they have a qualified candidate that seems like a good fit, they work to get them in for an interview the next day.
Inc. magazine once blamed the problem of no-shows on the low unemployment rate and "the effects technology have had on the communication style of younger generations." But leave your own thoughts in the comments.
And have you ever been a no-show for a job interview?
From what I've seen from my peers, they submit applications to 20+ jobs at once. Two or three will get back to them and schedule an interview (sometimes without even asking if the day/time works). The person applying then weighs which jobs seem like the absolute best fit for them from the offers, and go for that, ignoring the others. That's just basically how things are nowadays.
I've never been a no-show period. If I won't make it somewhere I've promised to be, I contact the folks I was to meet with and let them know as soon as I know. Basic courtesy folks.
I've been on the other end of this too. Seen candidates not show up and then submit an application to a different job 6 months later. Guess who doesn't get considered for the job?
Well that has to work both ways. Quite a few HR people and recruiters have this arrogant tendency to consider themselves entitled to treat applicants like trash. I've applied for jobs with certain recruiting agencies and companies and never heard from them again. I've been sent (at my own expense) considerable distances to be interviewed by people who clearly hadn't even read my CV. A recruiter will do that to me exactly once. After that, guess whose job adverts are ignored and whose e-mails and messages go straight into the waste basket? Recruiters should just get used to the idea that if they reserve the right to ghost job applicants, give them the run-around or send them on bogus interviews, applicants are going to treat them the same way. Respect is a two way street.
I think it's high time people start talking about their experience with recruiters and how useless they can be.
Yeah let's start talking:
My experience: I have never heard of someone getting to an interview stage and then getting flaked on by a company or an interviewer. Just because at some point in the process you are a piece of paper in a pile of 400 other pieces of paper that may not get looked at, doesn't give you an excuse to be a huge arse after you have been hand picked through a process that takes many hours.
Reply to the interview saying you're not interested. Withdraw your application without notice by all means. But if someone has *scheduled* something with you then you're just a bad person for not either following through or formally cancelling and I've never heard of an recruiter doing the same.
If you follow news sites, economists agree with you. There is not yet a real general labor shortage.
Just like so many other recent labor shortages, and just like the H1B visa debacles, the shortage is in people wanting to work for the rates offered. Companies can create hundreds of job postings for less than people are willing to work, but that doesn't mean the company has a true shortage. It does mean that if the companies keep scraping the bottom of the employment barrel they're finding fewer people willing to take those jobs. Last year the consumer price index (inflation) went up almost 3%, and for the first time since about 1969 have wages increased slightly faster than inflation for multiple years in a row.
Businesses have enjoyed the benefits of wage stagnation for too many decades. The last time purchasing power consistently went up across the nation ran from the end of the Great Depression in the 1930s all the way through the 1960s. The ratio hit a peak in about 1969, stabilized a little lower through the decade, fell sharply at the end of the 1970s, and the ratio has been flat ever since. For a half century the relative purchasing power for nearly everybody has been stagnant. Wages have gone up, but generally on par or less than inflation. Occasionally an industry will have a shortage and wages will trend upward, but it hasn't been broad.
As the better workplaces have known for ages, raise the salary offers and you'll have no shortage of willing workers. Even at the low end, locally we've got stores with great reputations, they visibly post wages they pay, and they've got no shortage of workers. One great chain of gas stations posts that all cashiers start at $12/hr (regionally other places have ads for $8 or so). A fast food restaurant has similar $12 or $12.50 rates with no experience. When I looked in to them they all said they've got strict rules including drug testing and background checks, and no visible tattoos, but workers get a >50% pay increase over what they get elsewhere and the company gets a much better wage slave.
If we see true labor shortages then wages will increase more broadly. This might be happening, and since we're seeing wages outpace inflation (by a fraction of a percent) for multiple years now there is some hope for those who otherwise work in low-skill jobs.
//TODO: Think of witty sig statement
Back when I was last unemployed, I had severe issues managing my time to fit in interviews with everyone. I would sometimes get 3 in a day, and you know, there's traffic, or people are stuck in another interview which is taking a lot longer than expected and can't simply text or call the next recruiter in the middle of an interview where they're being bothered with college-level exercises after a 15 year career.
Recruiters are often like mosquitoes, they seem to have interview targets where they have to interview X number of people for each position, or per month, or whatever. They are a waste of my time. They are sales people, after all, who have to pursue leads aggressively in order to triumph. Their career, as with any sales person, consists of bothering people. I will often get a 6-month cycle of the same recruiter asking me for an updated resume and if I want to come in for an interview for yet another generic developer position offering the same pay. They don't even bother reading my resume and offer me bullshit unrelated to my career. No, sorry, I will not suddenly change my mind and find another job, I have a wife and two kids to feed thank you very much. Oh, and they will often lie about the details of a position making it seem more interesting than it actually is. I was once offered a leadership position and the actual work was more of a junior level thing where you just pick up tasks and have no input or anyone to mentor and supervise. I have managed 30 people in the past thank you very much, I would like to get out of coding, not be stuck in your fucking code sweatshop consulting agency where people are so densely packed they can smell each other's farts, forced to type until they get RSI.
What you describe is the result of the "open" office plan. Everyone is right in the middle of everyone else's shit, and you can hear everything except your own thoughts.
It's terrible. Even the call center I worked in at the beginning of my career had cubicle walls.
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