Recently we have been hiring, and while we perform phone interviews and screen candidates carefully some just slip through the net.
We interviewed a young woman not so long ago and on paper she looked great, she had excellent experience in the field we were looking for. We interviewed her over the phone, she was bright and personable. We brought her in for a preliminary interview and she wowed us and was quickly promoted to the top of the list of candidates.
We brought her in for a second interview to meet the Director and that's when the wheels fell off. She never showed up for her interview time, and was not returning any of our phone calls before or after. In the evening after her interview time was long gone she rang HR with some garbled story about having 'fallen off a pair of platform shoes and hit her head' and wanting to reschedule. Against our better judgement (as it is my absolute policy that if you no-show for an interview that is the end of the road for you) we allowed her to come in the next day.
She turned up (early thankfully) but dressed in a rather inappropriate mini dress and killer heels (if you had fallen off your platforms the day before would you not opt for more sensible shoes?) She had no signs of bruising or other injury from her alleged 'fall', which she was never able to explain to our satisfaction. While she waited in the reception area she sat slumped in a chair texting on her mobile. It pretty quickly became obvious when she got into the Directors office that she was hungover, if not still affected.
The interview did not go well, and she was not offered the job. HR and I were mortified, she let us down but more importantly she let herself down. She was almost there, we were strongly recommending her as the best candidate and she elected to go out on the town the night before her interview and (we are almost certain) get herself messed up to the point where she was unable to attend the interview. When we kindly gave her a second chance she went out again the next night and was well and truly under the weather when she came to see us. In this case we can't say to her 'your partying cost you the position' but in all cases, if they are blase about the interview when they are supposed to be trying to impress, then they'll be worse when they actually come to work with you. I think in this case we dodged a bullet. If the candidate had passed the second interview and her issues hadn't surfaced until she was employed with us, it would have made things very complicated.
In regards to advertising we made a decision very early on. The company I work for is tangentially connected to the 'film' industry and we discovered very early that if the word 'film' appeared in the advertisements we would be inundated with resumes from 'model turned actresses', aspiring movie directors and people who generally wanted to be discovered... After our first office manager quit because she was expected to answer phones, collate paperwork and pay bills (even though she was advised all through the interview process that that is what she would be doing, she had googled the boss and formed the mistaken impression that she would actually be having lunch with Nicole Kidman and Hugh Jackman, lattes with Peter Jackson, leaving work early to slip into a designer gown and attend red carpet movie premieres every other night and flying to the South of France on the company dime to swan around at film festivals, and she was very put out when none of this came to pass), we learned to omit any mention of 'film' from the advertisement to make the recruitment process less time consuming and deter time wasters.