7 Smart Solutions To Make Candidates Take Part In The Scheduled Interviews

For employers and human resources specialists, recruitment is one of the most important and costly processes of a company. Not only does it directly influence the team's performance and turnover, but it also decisively shapes your employer branding, which is essential in attracting the best candidates to your winning team. But, as the labor market in the medical field is extremely competitive, the non-presentation of candidates for the interview is a very serious problem, which deserves to be treated as smart as possible.

To keep your employer branding as attractive as possible and to find the best medical professionals at the moment, without losing investment in the recruitment process, we share 7 easy-to-apply solutions to reduce the number of those who do not appear in the job interviews. recruitment within your company.

First of all, why are there so many candidates who don't show up for the interview?

Before moving on to the solutions for not submitting candidates for the recruitment interview, it is inspiring to understand why this can happen.

Unfortunately, some recruiters or employers react instead of responding to this frustrating phenomenon: either ignore the cases or send reprimand emails to candidates for lack of professionalism, for example. Although there may be justified reactions in everyday life, as a business it is not at all professional or helpful.

When you ignore candidates who do not show up or reprimand them for this, you lose for several reasons:

• some of these candidates may be extremely suitable for the team, but they had serious reasons for not appearing in the interview

• you risk exactly the reputation of an employer that attracts your top candidates in a competitive market

• it may also be the fault of the recruitment process that you are not improving.

In addition, there are some serious reasons for this phenomenon of the non-presentation of candidates for interviews. The most common - and worth analyzing - are largely due to competitiveness and the fact that we live in a hyper digitalized and hyperconnected world.

Why candidates do not come to the interview:

• I can apply and go to interviews for different jobs in a very short time, and if I get a job offer in advance, I don't show up

• a phone call from an employer can excite candidates because they feel appreciated, but they rush to accept an interview without weighing things and may realize that they don't want that job

• they have a busy and unpredictable schedule that does not allow them to come to an interview at the desired time

• unexpected problems even occur that day and they cannot contact the recruiter in time.

7 solutions to avoid not showing up for interview candidates, which also increase your employer brand

All the ideas and tactics we propose to you refer, to a large extent, to the improvement of the recruitment process and the consolidation of the reputation of an attractive employer in the medical labor market. Following these approaches, your company receives more talented candidates, optimizes the recruitment process, and saves considerable resources and costs.

Here's how you can prevent candidates from appearing in job interviews:

Customize the recruitment process (as much as possible)

Some employers are either too rigid in communication or too friendly when it is not the case. Depending on the type of company you represent, more precisely the employer brand (how you want to position yourself in the market), it is important to choose a tailor-made communication.

The best advice, in this regard, is to communicate as humanly as possible - either by phone or by e-mail, avoid wooden language and rigid formulations, which seem robotic or automatic (there are boxes for that). After all, you talk to people you want to be part of the team, from the organizational culture, and the communication relationship deserves to be a friendly, relaxed, and authentic one.

It is a collaboration between people, for people. For example, you can choose a friendly address using the candidate's first name and second-person address, singular. Of course, he avoids the extreme of a too personal language, which seems unreliable.

It offers flexibility, but it doesn't delay the opportunity

As I said, we live in the age of technology and digitalization. Things are moving very fast, so hiring is sometimes done overnight - so it's a good idea to set up an interview as soon as possible.

It is not recommended to rush into the recruitment process, but it is an inspired move to set up the first discussion - especially for entry-level, junior positions - as soon as possible, to show you the benefits of working in your company and don't miss the chance of a top employee.

At the same time, it is very important to give the candidate flexibility. Scheduling a discussion should take into account its schedule, but at the same time provide a specific time window (you can set an interview within a flexible timeframe, but be in the next week, for example). Think about how you can simplify the candidate's life and offer clear options.

At the same time, answer promptly. Delayed communication may give the impression that the recruitment process is not a priority or may allow the candidate to accept another offer in the meantime before they have a chance to discuss it. Ideally, you should have a constructive and honest dialogue about possible interviews in parallel, about the candidate's priorities when it comes to a job.

Propose a telephone interview or, better yet, a video interview (in the current context)

Healthcare professionals have a busy schedule, and travel time and availability could increase the length of time that recruitment takes place. The telephone interview is an alternative that can save time for both the candidate and the recruiter or employer. If the specific questions of interest to the requirements of the job are asked, you can see if the interviewee is suitable (and vice versa) in less than 5 minutes.

Communicate honestly and directly with candidates

When the recruiter's speech follows a certain approach - sincere, direct, and clear - the candidate is positively influenced to respond with appropriate behavior. For example, if the candidate is told from the beginning that the company needs a communicative, punctual, serious, and empathetic employee, the desire to show that he has those characteristics will ensure the candidate's presence at the interview.

And vice versa - if it is not in the description, it will not accept the interview from the beginning. And the refusal of an interview is not a worrying thing for the company, because it is natural filtering of compatible candidates, the process is simplified for HR.

If you want people with certain values ​​in the company - common values ​​with those in the organizational culture being very important for employee retention - then you should go further with recruiting only with them.

Promotes an interview that deserves the candidate's attention

How does your clinic differ from the others? Why accept an interview for your company? These are questions that go through the mind of every employee in any field. Even if you are not an advertising agency, it is worthwhile that the invitations to the interview be original, humane, and attractive and truly reflects your company.

How to Get a Candidate to Interview:

• you can propose a tour of the company (including through an online interview)

• you can have lunch together in a more casual setting

• provide more details on what the interview will entail (one-third of candidates receive more information about the scheduled discussion, in addition to time and date)

Maintain frequent communication to confirm interviews

Any professional in any field, not just medical, wants to feel appreciated and valued by the company that wants to hire him. Therefore, you will always appreciate an employer who maintains frequent and personalized communication.

In this way, the clinic or the medical company also ensures that it can confirm its presence (or absence) at the interview, in advance. This communication can be maintained via email, phone calls, or SMS messages.

If you schedule an appointment in a week, the candidate may receive a confirmation message the day before, for example. Also, after setting up an interview, you can send an official follow-up message, to give an even more professional note.