Why your candidates aren’t turning up to interviews and first days

You’ve spent weeks finding the perfect candidate. The client loved them, they were a brilliant fit for the role and they sounded excited about their interview and start day. However, their interview day comes around and they are a no show. And some of your candidates haven’t turned up to their first day on the job. Here are some reasons why and how to avoid them.


Candidates are busy people too. In any situation, a candidate will be busy whether it’s for personal reasons or in their job search. Ensure you keep contact with your candidate and don’t forget about them as soon as you’ve booked them in for an interview or start date. Call them before the interview and their first day. Offer some last minute advice and answer any questions they may have thought of since you last spoke.

They just aren’t that into you

Recruitment can be a personal venture. It doesn’t matter if it’s for a permanent or temporary role ensure you build up a relationship with your candidate. There is plenty of competition out there to bag the right candidate. It may come down to personal likeness that they follow through or don’t with your job offer. Be likeable, ask them questions about themselves and check in with them often.

You didn’t find out enough about them

When you are building up a relationship with your candidate don’t just ask about their money expectations and previous experience, find out who they are as a person. If you find out they have dependencies it may explain their lack of attendance. Find out their reasons for leaving their current work (if they are) and ensure you find a role that doesn’t give them the same doubts.

Manage expectations

After your candidate research don’t lie to the candidate about the role because they may see right through you. If you lie about the company and how great they are but they then realise that’s not the case you haven’t managed their expectations. They will be frustrated that they gave up their time for a wasted interview. To ensure the candidate understands the role and the company, before booking them into an interview. This will cut out those candidates who aren’t quite sure from the ones who have a clear understanding of what to expect.

You weren’t quick enough

Candidates don’t like to be kept waiting. This is also part of the managing expectations, if you tell a candidate you’ll get back to them within the week with a response but take two weeks they may already assume they haven’t got the job and accept another offer. Ensure you keep the candidate updated as and when you can even just to call them to say you’re still waiting for a response. This will keep them interested and relinquish any doubts. Don’t be afraid to pester your client either, it’s in their best interest to have a new starter as soon as possible. If you have planned your interviews in an efficient manner you should be able to get a definite response for all the candidates you have put forward quickly.

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