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.

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.

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."