How Much Is Your Interview Process Costing You?
5 minute read | Article | Conducting interviews Workforce management
Technological advancements are transforming recruitment, yet some employers persist with lengthy application processes. Does this sound familiar? Job seekers often face numerous interviews, sometimes reaching double digits, before securing a job offer.
For example, a company mandates a six-round interview process for all positions, irrespective of seniority. Applicants may go through:
Even though the position was not for a Chief Executive Officer but rather, a typical mid-level role at a mid-sized company. Many of the interview questions were repetitive, and there seemed to be a lack of communication between the different interview stages.
This raises the question: how many rounds of interviews are standard in today’s business world?
It is important to consider the time commitment expected from candidates and existing employees to conduct interviews. Good practice is to set a maximum time limit for each candidate. For instance, you could schedule three one-hour interviews or a two-hour skills test. Choose the most efficient approach to gather the information you need. However, time is key and there are key points that you should consider when aiming to improve recruitment decisions.
Human resources teams and hiring managers should outline what they want to achieve from the interview and clearly define the objectives for each interview stage. What insights regarding a candidate’s skills and experience can be gained from the fourth interview that are not already covered in the second?
Each interview should have a purpose. If multiple sessions serve the same goal, consider combining them into one. At Hays Middle East, during our recruitment process we have a team of dedicated experts who conduct the pre-screening of candidates, allowing us to assess how each professional aligns with your ambitions and contribute to your culture.
Without realising, organisations could be overestimating how many people are interested in their opportunities, assuming their brand reputation alone will attract candidates who are willing to endure a lengthy hiring process.
Next time you set out to book a four-stage interview, ask yourself, what value are you getting from it? Instead streamline your hiring process by setting clear timelines. Focus on the most critical assessments, encourage quick decision-making, and leverage technology.
By implementing these strategies, you can avoid pre-empting candidate interest and mitigate delays caused by a consensus-driven culture.
Factors to consider:
With increasing current skills shortages, organisations must adapt their candidate search methods. Many hiring managers are exploring new strategies, including:
Adopting these new approaches could positively transform the interview process and help you source a new pool of candidates.
There are numerous ways to make the hiring process fairer and more efficient for candidates and employers. Lengthy interview processes can be inherently unfair, as they may alienate candidates who cannot take frequent time off work, have caregiving responsibilities, or face travel challenges.
Our experts offer expert guidance on:
Typically, two interviews provide enough information to make a well-informed hiring decision. We also suggest conducting an initial assessment to determine who advances to the interview stage, and sometimes, follow-up conversations to finalise details.
But does conducting six interviews lead to better hires or employees who stay longer and perform better? Contact our team to explore ways to improve your hiring process.
