Why is it important to email a candidate for not showing up to an interview?

There could be several factors behind a candidate not showing up for an interview, and sending them an email to clarify their reason for not attending could resolve the issue between the recruiter and an otherwise promising candidate so you can proceed with the talent acquisition process. If their reason for not showing up is valid, sending this email template may save you from losing valuable talent to bring into the workplace.

Ask them if they are still interested in the job.

Although there could be other reasons why they couldn’t make it, a majority of no-show candidates do not attend interviews because they are no longer interested in the job. Opening with this question saves your and the candidate’s time, as well as offers them the opportunity to give a straight answer about their reason without having to make any excuses.

Communicate the value and potential you see in them.

Missing a job interview may be embarrassing for many, and providing the candidate with positive feedback about their performance in the recruitment process may break the ice and open communication about why they were unable to attend and whether they would still like to move forward. It may be costly and frustrating to restart the hiring process with new candidates. That’s why if you’ve found a high-value one that didn’t make it to the interview, it may be advantageous to keep your lines open for them and see if they are available to continue the process.

If their interview was rescheduled several times, clear things up.

A candidate may end up discouraged if an interview doesn’t push through after multiple attempts, and taking accountability for this may help repair a strained connection with them. Assuring them that you are still interested in moving forward with them may re-engage them in applying with your company.

Another way to assuage a candidate’s concerns is to send them a keeping warm email.

It’s a challenge to find the best candidate for a position, and should you find someone who qualifies but was a no-show to the interview, reaching out to them may score an advantage for your company to avoid losing the opportunity to hire great talent. However, you are not obligated to follow up with a no-show, especially if you view this action as unprofessional and inconsiderate of your time. Discern the most efficient course of action for a no-show candidate, and use this handy email template should you believe they are worth a second chance.

One way to mitigate no-shows is to send an interview reminder email to your candidate beforehand.