TL:DR. Don't hire them, but do tell them that they lost the job because of their failure to show up to, or reorganise, the interview.
There are only a few reasons for and against hiring this person -
For hiring -
They have skills, experience or contacts that are hard to find. You haven't mentioned this, so I doubt this is the case.
For hiring -
You want to take a chance in someone, for example if it is a low paying or high risk role for a good candidate, or you want to mentor someone/train them from scratch.
Against hiring -
Poorly managed expectations is bad business. You expected them to be there and they allowed that expectation to fail. This is the essence of professionalism - having clear standards and expectations that are met.
Feintly committed employees can be a very big drag on an organisation, especially if it is a young or small organisation. It's very easy to want to help potentially good employees who have a hard background (ie a potentially excellent reason for missing the interview like family troubles, health, poverty etc). I know that I've been troubled by this on the past - wanting to help. A hard background doesn't at all mean the employee will be bad. But, if that hard background isn't handled eg communicating changing times or expectations, then you will find it continues to affect your organisation. If they really wanted the role OR were capable, then they would have contacted you before or during the internode time, or tried the WhatsApp link beforehand, or communicated any potential issues beforehand. If you were a very big organisation hiring many people in lower skill roles then you might have to change this attitude, but you aren't.
Telling them why is professional on your part - clearly communicating the expectation. If they understand this expectation then they shouldn't be surprised by the reason. If they didn't understand this expectation then you'll be helping their future.