Even in today’s competitive job market, there continue to be horror stories of candidates going through overly arduous and extended interviewing processes that can leave them feeling drained and demoralized.
A recent study found that 84% of respondents were looking for, or open to, a new job within the next six months. The same study showed that 60% of job seekers are unimpressed by drawn-out, time-consuming recruitment processes at many companies.
Looking for a new career opportunity can be a part-time job of its own, and candidates are increasingly pushing back on having to jump through too many hoops. Such as lengthy applications and being asked to interview excessively, sometimes with more than ten people within the organization.
Benefits of more than one interview
How many interviews are enough? It’s difficult to find recent research that pinpoints the right amount of interviews because it depends on many variables, including how senior the position is, whether the job will be remote, or how many people the new hire will be working with. However, most hiring managers and candidates prefer more than one interview. Multiple interviews can help candidates:
- Meet multiple people at an organization
- Make more than one good impression
- See a broader view of the position and the company
- Determine if the work culture is a good fit
Types of interviews
Different types of interviews can serve different purposes during the recruitment process. For example, an introductory phone interview can be as short as fifteen minutes and help the candidate and hiring manager make an initial connection before proceeding with other types of interviews including video interviews, group interviews and in-person interviews.
It’s not uncommon for companies to have multiple people interview a candidate to provide feedback to the decision-maker, and sometimes this is best achieved through a group interview. However, being interviewed by a panel of ten people at once can be extremely stressful for a candidate.
How many people should interview a candidate? Ideally, three to five interviewers, according to this LinkedIn article.
Not only are the logistics of the interview process — how many interviews and with whom — important to evaluate through the lens of a candidate, but the tone of the interviews should be examined also. Companies that are notoriously difficult to interview with are published on Glassdoor, as are organizations with streamlined and personable interviewing practices that candidates appreciate, even if they don’t get the job.
The downside of excessive interview processes
Excessive interviewing can be used to describe both too many interviews and also too exhaustive of an interviewing process. Putting candidates through the wringer before they even start a new job with your company doesn’t help you establish a relationship built on trust and respect.
There are many negative outcomes for both candidates and companies when the interview process is too excessive:
- Good candidates might walk away after becoming offended.
- Candidates may get the impression that it would be hard to garner consensus in working for the company.
- An extensive interview process can demonstrate a lack of organization or that there is not a clear decision maker.
- Hiring managers might receive too many conflicting opinions and have a difficult time deciding on a candidate.
- Excessive interviewing is time-consuming for everyone involved and can be costly.
- Unreasonable interviewing processes can hurt the reputation of a company and its managers.
How to avoid excessive interviewing
Working with a professional recruiter helps both companies and candidates streamline an interview process that is mutually beneficial and respectful.
Companies that have strong relationships with professional recruitment firms can avoid excessive interviewing because candidates have been pre-screened and are deemed a good match for the job and the company. Additionally, a recruitment partner can help a company asses its interview process, and look for ways to make it less stressful and more valuable for candidates.
For example, it is a best interviewing practice to provide thoughtful, professional feedback to candidates who don’t receive a job offer. This can help them fine-tune their job-seeking.
Candidates who rely on the expertise of a talented recruiter are not going into the interview process “cold,” and know that their recruiter thinks the position is a good fit in terms of job skills and company culture. Professional recruiters also provide invaluable interview prep for their candidates, which can help them build confidence and move through multiple interviews with relative ease.
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