How to Combat the "No Show" Interview

“Time is precious” is a familiar refrain.  In the workplace, it’s a business necessity to be diligent about time.  Very often, inefficiencies have led to poor employee morale, a bleak financial return and a corrupted operational process.  As severe as these are, it can sometimes start with the smallest of engagements, such as the tone set for interviewing.

In the restaurant and retail space, the approach to the staffing management strategy can be a bit cavalier.  Our demeanor might be of the open call kind.  If people show up, great.  Block hours, such as from 2PM to 4PM, might represent our open door for applications and interviews.  But what is the messaging that type of open-endedness gives?  Could it in fact explain why so many applicants don’t show for interviews you’ve set up?

When you want to interview someone, set a specific time.  This signifies respect to the applicant in working with his/her schedule, but it also puts an air of respect around the manager.  If the impression is given that the venue is desperate for people, that the manager is sitting around waiting for people to come in, that the business is in a reactive stance, then it’s more likely that the applicant will not show for the interview.  Would you want to work for a place that’s operating in such a light?

And what about online applications?  Responding with a massive open call might lead people to feel like cattle and not have a chance to shine.  Even with an individual interview request, is it presented formally?  Does it make use of the technology that the individual is using – Outlook, Google, etc.?  Send the calendar invite!  

It should be a privilege for an applicant to be hired by your company.  Isn’t that the mindset you would want him or her to have?  When an applicant walks in the door, the atmosphere should seem professional and committed.  Even from the interview scheduling, an applicant should understand that he/she is potentially being welcomed into a well-run and competent company.

The onboarding that occurs afterwards then makes sense in light of the first impression.  And the approach to training makes sense in the light of that.  And the expectation of the role and the accountability to it make sense, and so on.  If paper onboarding options seem archaic to you then Harri’s Total Talent Solution can help guide you through an entirely electronic system for your new employees.  

There is great value in starting with a healthy interview process.  The likelihood that potential candidates will see the establishment as worthy of attention increases dramatically when the candidate is led through a process rather than just a “show up, please” conversation.


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