Categories: Hiring

A prolonged interview process can leave a negative impression on candidates, even if they aren’t ultimately offered the position.. A drawn-out experience can reflect poorly on the company’s efficiency, respect for candidates’ time, and overall candidate experience.

I recently heard from a candidate who underwent a four-interview process only to be informed they weren’t the right skill set for the role. This was after they had been approached by the client in the first place.

While I understand the need to thoroughly assess a potential employee, I feel it’s essential to question whether a four-interview process is truly necessary, or if it’s a misallocation of both your company’s and the candidate’s time.

In my experience, a multi-interview process is often justified by the need to evaluate different aspects of a candidate’s suitability. However, it’s worth considering if the information gleaned in subsequent interviews couldn’t have been uncovered in earlier stages. Identify those crucial / non-negotiables before the interview process begins and explore them at the initial interview stages.

Finding the right balance between a thorough and efficient interview process is key. It's also crucial to ensure that key members of your company are aligned on their hiring requirements and the ideal candidate profile is agreed upon. This narrows the focus of a candidate search and results in you only needing to interview a select few that tick all the right boxes.

Carefully structured interviews focused on key competencies can help companies make informed decisions without unnecessarily prolonging the process.

Ultimately, the goal is to find the best candidate for the role while also providing a positive experience for all involved. By streamlining the interview process and making the most of each interaction, companies can improve their hiring efficiency and enhance their employer brand. Remember, candidates are also evaluating your company throughout the interview process and can easily decide not to pursue a role if they feel the hiring process is laborious. 



What are your thoughts on the ideal number of interviews for a role? How can companies optimise their interview process without compromising on quality? Let us know your thoughts here!