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All of us Recruiters have been through it-the dreaded MIA candidate. We speak with them, feel we develop a great relationship with them, get an interview set up with them and the client and then *POOF* they disappear. I have never had such an issue until I changed markets. I guess the hustle and bustle of a larger city seems to make people think that Recruiters are evil or not human. I tend to pride myself with finding great candidates and developing relationships with them. But when I do not get the same common courtesy back that I show them, I feel like I just got dumped. You don’t want to be the crazy ex-girlfriend however you would like to at least like some closure. All I would like to hear back is “Im no longer interested”. If they let me know that, I can still reach out to them or them reach out to me for future positions.  Basically, I have set up a candidate with an interview, and then reached out to that candidate 4 days prior to the day before their interview with no answer by email or phone. I am now stuck with calling and emailing that candidate every day until the day before their interview.  As stated I do not want to go crazy on him. I am now stuck with messaging this candidate on LinkedIn and texting. I would like to keep him in mind for future positions. I just need a response.

Any ideas on how to better handle this?

Views: 1907

Tags: candidate, interview, mia

Comment by Amber on November 28, 2012 at 10:53am

This sucks, especially the waiting for interview day and wondering if they'll show for that. I have only had this happen twice so far in my 3 1/2 years of recruiting. One a no show for an interview and the other a no show on first day of work. I don't think there is anything other then what you already mentioned - building the relationship, etc. - to completely prevent it. As a hiring manager, I had plenty of no shows for phone screens, interviews, and a few didn't show for their first day of work.

Are you going to say anything to the client now, or just wait and see if he shows?

p.s. the no show for the interview was pretty recently, never heard from the guy and just got a LI invite from him Fiday...

Comment by Ashley Barker on November 28, 2012 at 11:06am

Thanks for the comment, Amber. Wow, what a candidate who does a no show and then a LI invite! Talk about brave or stupid.

I actually let the candidate know if I did not hear from him by a certain time that I was letting the client know that he is no longer interested. I will not have a candidate not show for an interview and give us a bad name. That would be embarrassing. The candidate is pulled and there is a note in our database that he went MIA. I actually blackballed a candidate yesterday since he confirmed his interview the morning of but then was no where to be found by phone, text and email when I needed to speak with him about an important aspect of the position that changed. He didnt show yesterday and I ended up getting questioned about it. I had let my management team know early on about the whole situation but they thought he may still show since he confirmed that morning. I knew better. I have no probably pulling someone from consideration. More candidates should know we are not just some Recruiter who gets no information about them and just says, "hey I got a position for you. Heres what I can pay. Im going to submit you" and thats it. There are just some Recruiters who give the good ones a bad rap.

Comment by Amber on November 28, 2012 at 11:20am

Hope it turns out well, but usually our "guts" already know!

Every time I read an article or post about candidate experience, I think about all those out there who are unprofessional, unethical, etc. - and then I think about all the candidates, clients and others that are as well. One thing I love about being an independent recruiter is the choice of who I work with, really cuts down the stress.

Comment by Ken Salinas on November 28, 2012 at 11:51am

Hi,

What I've heard from colleagues of mine is a candidate's interest may stems from emotion.  They got mad at their boss, spouse, kids, and want to leave everyone.

Then, they get over it and blow off interview.  I just reviewed an article recalling a basic premise..."pain."  Ask candidate what they do not like about current position and/or why they are interested in leaving current employer?

I know you know this already, but I just reviewed article this morning and it hit home how often we forget the basics.  Also, get a home phone number.

They may or may not provide number, but it will give you a feel for their level of compliance.  Didn't mean to bud-in.  New here and trying to make new friends.

(Just my one cent worth.  Cut back from two cents owed to economy)

Comment by Ashley Barker on November 28, 2012 at 11:54am

I agree with you, Ken. I agree on the pain questions. It's too bad most candidates have only one number these days. Thanks for your input.

Comment by Amy Ala on November 28, 2012 at 12:42pm
What can you do? People are nuts. That's it. They will do the most ridiculous things and leave us wondering what the hell went wrong. Has his scheduled interview happened yet? I would drop this candidate like a hot potato and leave copious notes in your ATS in case another recruiter stumbles across him. He could have a VERY VALID REASON for dropping of the planet - life happens. If that's the case, consider him for future roles, but cautiously. If you never hear from him, forget it. He's just not that into you OR your client. Always have a back up.

@Amber I've written a blog that I have yet to post about how I really feel about the "candidate experience" lol some things are best left off the internet. :)
Comment by Bill Schultz on November 28, 2012 at 2:59pm

Yes this is something I detest, Candidates who go dark before (or after) an interview.  

I guess after spending time in temp staffing, my flake detector is on high alert.  

One thing I've found works is to always arrange next event (call or meeting, email, etc.) and to have them pick it.

Say "when would you like to prep for this interview?" The important thing is they pick time and date.  If they

can't commit, they may be a flake.  Hey maybe we should start a blog:

"They may be a flake, if..."

Comment by Amy Ala on November 28, 2012 at 4:06pm

@Ashley you're so right... clients can be their own worst enemies in that sense.

@Bill temp staffing has given me trust issues lol

Comment by Ashley Barker on November 28, 2012 at 4:35pm

Bill I think that is a great idea. If you did that, do you know how many recruiters who respond?!

Comment by Bill Schultz on November 28, 2012 at 6:14pm

@ Amy- It's only an issue if you trust.  :)

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