“Drain on time and resources”: Businesses count cost of rise in interview no-shows

A rise in interview no-shows is leaving employers “incredibly frustrated” and leaving businesses to count the cost.

Employers say this trend is more than just inconvenient, it’s costly – with every missed interview representing lost time, wasted preparation, and delayed recruitment at a time when many firms are already struggling with skills shortages. 

Smaller businesses, in particular, bear the brunt, as they often lack the resources to absorb repeated disruptions.

The rise of remote and hybrid interviews has also contributed to the problem with video now used in more than three-quarters of hiring processes, technical glitches, looser commitments, and a lack of accountability are compounding the issue. 

Recruiters warn that the behaviour risks becoming entrenched if not tackled with clearer communication and stronger candidate engagement.

Scott Gallacher, Director at Leicester-based Rowley Turton, said: "As an employer, it’s incredibly frustrating to spend time setting up interviews only for candidates not to turn up. We recently arranged four interviews – three didn’t attend at all and one emailed in the morning to say they were unwell. 

"Our Practice Manager had spoken to all candidates in advance to make sure they fully understood the role – including that it was maternity cover, office-based, and the office location. Each candidate confirmed they understood and were happy with these details. 

"The salary on offer was also competitive. So, to end up with no interviews taking place was very disappointing and costly, as we had set aside time and resources. At the very least, employers deserve timely communication – it shows a basic level of professionalism. 

“Perhaps employers should be able to provide feedback or rank candidates on job sites. That might help reduce no-shows and discourage applications from people who are clearly not qualified or genuinely interested in the role.”

Sam Kirk, Managing Director at Retford-based J-Flex Rubber Products, said he had put measures in place to increase attendance.

He said: "We have experienced interview no-shows historically which is incredibly frustrating, however in recent times we've partnered with an external recruiter who has taken the time to understand our business and the type of candidate we're looking for. 

“We've since had a 100% attendance record, although that hasn't necessarily guaranteed a successful campaign. Our most recent hire informed us, by email, one day before their start date that they would no longer be joining – that's even more frustrating than interview no-shows.”

Debbie Porter, Managing Director at Bakewell-based Destination Digital Marketing, said signs can be seen as early as secondary school.

She added: "I had a particularly memorable day of no shows, when asked to help stage mock interviews by the local secondary school. Myself and a colleague embarked on an entire day of Zoom interviews. 

"We sat at our desk for back-to-back half hour slots waiting for the schoolchildren to turn up. Only three turned up all day, only one was on time, and one was 25 minutes late for a half hour slot that then got automatically cut off by the school software. 

"We’d given our time generously, having prepared thoroughly in order to give these young people a valuable experience. With the timing of interviews and the constant ‘camera on’ meant we couldn’t do anything else at all until the last slot was over at 3.30pm, making it a complete waste of time. 

“When questioned on the whereabouts of the interviewees, the school said that they couldn’t make them come. If the school can’t instill the importance of respecting the person waiting, what are we teaching our young people about the real world?”

Mary Maguire, Managing Director at Derby-based Astute Recruitment Ltd, explained how companies can increase the chances of getting new recruits signed up.

She said: "Interview attendance figures can easily be distorted but using a good recruitment firm can alleviate this. Let's break things down. There are two types of hiring model – direct adverts and job boards or using a recruitment agency. 

"‘No shows’ can be caused by unavoidable time lags between advert responses and company's availability to interview said applicants. Using a recruitment firm can avoid non-attendees because 'we' are in touch with our candidates every day/ more often. 

"We create a sense of urgency with our clients, requesting a strong candidate is interviewed sooner rather than later. You also need to consider the job market. Unemployment figures are rising. 

“Volume of permanent and interim hires are decreasing. That said – good candidates particularly in niche finance, HR etc remain in demand and will be snapped up. Key for hirers? Prioritise – urgency to appoint against efficiency at a slight added cost per hire.”