being late for an interview
how do you handle a candidate who is late for their interview? does this mean they are frequently late for other things and will possibly be late for the position they are interviewing for? is it best to give them the benefit of the doubt and still interview them or completely drop them as a candidate? it seems to me like there could be more than one answer to this question.
Alonzo,
I agree, given the number of unanticipated instances that could develop, providing a reasonable extension is a compassionate and reasonable reaction.
Dr. Robert Roehrich
I have to agree wiuth Jason. If the person calls and notifys me he/she is running late and if time permits, would still offer interview or reschedule. If there was no communication by the candidate - they would not be considered any longer
Sharon,
If the candidate is under serious consideration, a conversation regarding promptness needs to occur. There can be a legitimate reason why this happened and you as the hiring manager need to know what it is. If there is no explanation, I would scratch this candidate from consideration.
Dr. Patricia Kapper
Davida,
Tardiness for an interview could very well be predictive of future performance. It would want to make certain the reason for being late first. There are unavoidable reasons that can occur which should be factored in. If you are filling a position for which you have an abundance of candidates, you might take a hard line with this candidate. If the opposite is true, you might want to explore the issue further.
Dr. Patricia Kapper
I would still do the interview. However if this person was to be accepted for employment this topic would come up at this time. We are all late at one time or another it just can't be a habit.
susan,
I like your characterization of tardiness for an interview as "a pattern of irresponsibility." That is so descriptive. The behavior at this highly critical time could be predictive of future behaviors. If, however, the candidate calls, has a legitimate, unavoidable excuse, and is a top candidate in meeting the qualifications for the position, there might be reason to bend the rule. It should be decided on a case-by-case basis.
Dr. Patricia Kapper
Jeannie,
I, too, feel that this policy is harsh. I have said many times that there are legitimate, acceptable reasons for tardiness. Alerting the hiring manager of the anticipated tardiness is a must. Failure to figure out in advance how long the travel time will be is not an acceptable excuse. In the end, it is the hiring manager's decision regarding how to handle this kind of situation.
Dr. Patricia Kapper
I have a hard time being generous when it comes to tardiness. With no phone call, any explanation would seem insufficient. If it was an emergency then more than likely, the candidate would have to cancel the appointment and re-schedule. Despite the fact that a person's qualifications may be outstanding, being late for an interview probably indicates a pattern of irresponsibility.
I feel that if your late for an interview that it may reflect on your job performance as well as being on time.
I once worked for a school that had a zero tolerance policy relating to interviewees arriving late. At first, I thought this was harsh and could lead to the school missing out on some great candidates, but I quickly learned that for every interviewee I turned away for being late, there was another that arrived early. Although no longer with that particular school, this is a practice that I have carried with me and I coach my managers to adhere to the same zero tolerance for late arrival candidates.
Roberta,
Each case needs to be determined based on its own merits. There are some situations that are the result of being in the wrong place at the wrong time. I want to believe that this is a rare situation but that is probably naive on my part.
Dr. Patricia Kapper
I totally agree with you. If they call ahead and have a valid reason then I wouild also give them another chance. If they are late without calling in then I feel that the interview isn't a priority for them and I would be wasting my time.
Andrea,
Good response, Andrea. Each situation is different and may require a different response. A candidate who comes in late with both an apology and a valid excuse will most likely be given consideration vs. one who does not. It does provide an opportunity to make it clear what the expectations are regarding punctuality. It really does become a teachable moment.
Dr. Patricia Kapper
I am apt to get some understanding and clarity for why a person is late for our meeting. It seems a perfect opportunity for a candidate to demonstrate how they handle a mistake or difficult situation. At different times during the interview I find laying out expectations and letting candidates know that if they are hired I will be expecting the behaviors/qualities they are describing. Allowing candidates enough time to give thoughtful answers is important to me as well. So, I am apt to carry on with the interview if there is time available.
Michael,
It is still important to acknowledge the candidate's tardiness so they understand that this is unacceptable behavior and will not be tolerated on the job. Some circumstances are unavoidable, but if it is simply poor planning and execution on the candidate's part, then it is a judgement call for the hiring manager. Are the candidate's skills and experience so outstanding that you are willing to look the other way when it comes to punctuality?
Dr. Patricia Kapper
I think if a candidate has a reasonable explanation for being late they should still be interviewed, but they should still call ahead. It is very unprofessional to show up late to an interview without giving notice.
Melissa,
That is great advice for the students or for anyone, for that matter. It does take time to do a practice run, but it increases your comfort level just knowing where you are going and how you will get there. It allows you to arrive calm and not scattered and in a tizzy because you had difficulty finding the office. On the question of whether to grant an interview to someone who arrives late, I can be forgiving if the circumstances were beyond the candidate's control; e.g. The highway was closed because of an accident.
Dr. Patricia Kapper
I agree that the candidate should allow enough time. I know in our Career Services department our students have been given the advice to get familiar with the area they are interviewing in. This way they know the location as well as the time they need to allow to get there. With this knowledge they can be prepared for the unexpected. I also agree if they don't call to say they are running late they shouldn't be interviewed.
Susan,
I have not found a specific question that will get the information/commitment that you are looking for. Some questions that I haved used, however, include: What are you looking for in your next position? What is important to you? That will give you a sense of what is important and whether or not the position you have to offer can meet those expectations. I have also done a followup comment regarding salary which is "Does that meet your needs/expectations?" No shows are such a frustration when we are attempting to get grads placed. The Career Services folks go through all of the preparation with a student and then they fail to show for the interview. Not only is it unprofessional, it is also discourteous. Another suggestion to reduce no shows is to contact the candidate the day before to remind them of the appointment, much like a dentist or doctor does. That might prompt them to tell you if they are no longer interested in the position.
Dr. Patricia Kapper
