1. Maintain clear and frequent communication with candidates, including reminders about interview schedules. 2. Gauge candidate intent and availability during initial interactions to identify serious applicants. 3. Schedule backup candidates or overbook where feasible to account for potential no-shows. 4. Foster a positive candidate experience to boost engagement and reliability.

From experience, I recommend implementing a clear confirmation process ahead of time. Send reminders 24-48 hours before the interview and make it easy for candidates to reschedule. Set up a backup pool of candidates to ensure you're not left without options. Additionally, consider offering virtual interviews to increase flexibility. "Preparation and flexibility are key to minimizing disruption."

To reduce candidate no-shows, 1) offer scheduling options and 2) over-communicate once confirmed. When candidates have limited scheduling choices, they may feel forced into the process, increasing the likelihood of no-shows. Providing options allows them to select a time that fits their schedule, improving the candidate experience. After scheduling, ensure clear communication by sending a confirmation email, a calendar invite, and instructions for contacting someone if issues arise. These steps create transparency and make it easier for candidates to stay engaged and prepared.

𝗔𝗵, 𝘁𝗵𝗲 𝗼𝗹' 𝗻𝗼-𝘀𝗵𝗼𝘄 𝗱𝗶𝗹𝗲𝗺𝗺𝗮! 𝗟𝗲𝘁 𝗺𝗲 𝘁𝗲𝗹𝗹 𝘆𝗮, 𝗮𝘁 𝗘𝗻𝗴𝗮𝗴𝗲 𝗣𝗮𝗿𝘁𝗻𝗲𝗿𝘀, 𝘄𝗲 𝗴𝗼𝘁 𝗮 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝘆 𝘁𝗵𝗮𝘁’𝘀 𝘀𝗺𝗼𝗼𝘁𝗵𝗲𝗿 𝘁𝗵𝗮𝗻 𝗮 𝘄𝗶𝘀𝗲 𝗴𝘂𝘆 𝗶𝗻 𝗮 𝘁𝘂𝘅𝗲𝗱𝗼. First off, I always schedule follow-up emails that are friendlier than a puppy at a petting zoo. “Hey, just checking if you’ve been abducted by aliens!” If they ghost me? I send them a meme of an empty chair because nothing says “you missed out” like an empty seat at the table! And if all else fails, I start calling them “The Phantom Candidate.” You know what they say: If you can’t beat ‘em, make ‘em legendary! Now let’s grab some cannoli and keep it movin’!

In my opinion to reduce the number of candidates who are no-shows: 1-we can offer scheduling options. 2-send confirmation mail for the interview. 3-follow up with the candidate before the appointment to make them more engaged and prepared for the interview.

To invite a candidate to share their professional experience in an interview is similar to going on a first date with someone you don't know. Provide information about the responsibilities, culture, values, success stories, before, during and after the interview is the strategy that has been a differentiator in the recruitment processes that I have been in charge of. This way you increase interest in learning more about the company and continuing the process, even if the process involves a couple of tests and interviews.