The traditional hiring process is traditional for a reason—it’s designed to pick the right person the first time, a critical priority for companies. In the interests of making the best choice, many hiring managers stage several rounds of interviews, speaking to each candidate on separate occasions to gain a fuller picture of who they are.
Multiple interviews can garner valuable information. But how many is too many?
The length of the hiring process should fit the level of the position. Entry level positions without much responsibility will obviously require less vetting. Department heads and other senior positions, on the other hand, call for scrutiny in the hiring process and more interviews will allow for that scrutiny. Highly specialised positions are also likely to need multiple sit-downs to get an accurate picture of each candidate’s skills.
From a hiring manager’s perspective, it’s easy to assume that candidates don’t mind coming back for interview after interview. They’re happy to still be in contention for the job, right?
When you look at things through their eyes, though, more interviews are not better. It’s not as if job seekers are being paid for their time—in fact, they’re probably taking hours away from work to be there. It can also create doubts about the company, making leadership look indecisive or disorganised. Candidates may wonder if they’re just in a holding pattern as managers hope someone more ideal might come along.
It’s in everyone’s best interests to keep the number of interviews between one and three in almost all cases, with fewer for entry level positions and more for hires higher up the chain. Larger companies may need to conduct more than two interviews for executive or upper management positions, but make sure job seekers understand why a third or fourth interview is necessary—show them they’ll be valued in your organisation by not wasting their time.