When the Jobseeker Doesn't Show up to the Job Interview

You have finally got an employer not to brush you off on the phone. They were even interested in what you had to say. They invite you to their office for a meeting so you can tell them more about your free recruitment services. You build great rapport. The employer is impressed with your level of knowledge and care. “I really want to make a difference in someone’s life.” They tell you. They are sold! “Send me your best candidate.” So you do. George is the best you’ve got. You’ve been working with him for a few months now and he seems keen. He said that he wants a pick packer position.

You’re quite proud, you didn’t just get him a pick packer vacancy at just any old place, but at Kellogg’s. He will be excited for sure.

Then the inevitable happens. He doesn’t show up to the interview. You could hear the employer’s disappointment. How are they to ever trust you again? This shouldn’t really surprise you. It has happened a dozen times. But each time it knocks you back mentally. How are you going to save face? You should have known better. You should have screened better.

And then you go back to square one.

Now while you’re not really a psychic when it comes to job seeker reliability, there are a few precautions that you can take to ensure that you minimise it from happening again and not damaging your relationship with the employer.

1. Prepare yourself Mentally

It’s critical that you prepare yourself mentally. Meaning that when it happens, not to let it shock you. Because when this happens it can take a heavy toll on your motivation to market or help any more jobseekers. Find enough grit to accept that there are some things that are not within your circle of control. Use the experience as a lesson to reflect on what went wrong and what you could do better next time.

2. Pre-Screen Well

Yes, there are some jobseekers who will give you an Oscar award winning performance about how much they want to work. But then there are others who show red flags and inconsistencies. Does their behaviour match up with what they are saying? Do they take 48 hours to return your calls? Are they active in their job searching? Or did you simply push someone into a job that wasn’t for them. You need to be like an investigator and ask good questions in order to gauge their commitment level. As well as match the right people for the right job. Do not focus on short term wins, as this will blow up in your face later down the road.

3. Build Great Employer Relationships

We are more likely to get away with mistakes depending on our level of likability and relationship with an individual. I’ve had participants I’ve placed who stole from the employer. While this was highly embarrassing, the employer was able to put our relationship above their bad experience, and were willing to let it go. So, it’s critical to build a great relationship with an employer beforehand. How many acts of ser