Do you think companies do too many interviews? Hiring and training is a drain on a budget in the best economic conditions so companies want to do it right the first time.
Candidates are in abundance right now so HR and management have an open field. It makes sense that there would be a vetting process to make sure a candidate is a good fit for the organization and brings the right talents to the position.
How many interviews or how much vetting is too much?
Most jobs today start with multiple interviews and possibly team interviews.
As my clients move through the resume process to to interviews, they often touch base to let me know where they are in the process.
The Steps in an Interview Process
Frequently, it starts with a phone interview, perhaps with HR or a recruiter, to determine if the candidate matches the job description. The initial phone interview can be followed with a second phone interview with the same person or someone at a higher level.
Eventually, the chosen candidate will move on to an in-person interview with a team composed of HR, management, department staff leadership, or a future co-worker. Perhaps, the candidate may interview with one or two members. This may progress to a second or third interview in the same facility with different personnel.
Increasingly common in the vetting process is the use of assessments. Assessments such as Myers-Briggs, Strong Interest Inventory, Wonderlic Personnel Test, and Thomas-Kilmann Conflict Mode Instrument are prevalent to learn more about the potential employee.
Assessments using the DISC tool are also in my resume packages. My clients love the additional insight about their communication and management styles that assessments provide. In addition, they enjoy the enlightenment of learning more about their ideal work environment.
Is Six or more interviews too many?
What if you are the chosen candidate who after six or more interviews is sent a consulting group’s testing information. The testing includes four or more assessments you need to complete prior to the interview with the consultant. Does it start to be counter-productive?
How do you answer “Have you ever lied?” Interview Question?
How about when the questions candidates need to answer are ones like: “Have you ever lied?” Now think about that question. If you are interviewing for a position in financial services who works with confidential trust accounts, the honesty issue is an important attribute.
Think hard on the question, “Have you EVER lied?”
Did you EVER answer your mom when she asked if you ate a cookie before dinner with “No, Mom, I didn’t?” Yes, you lied. If you answer the question, have you ever lied, with a no, isn’t that Catch-22?
How many interviews and how many assessments does it take before your best candidates either get disillusioned or befuddled? Or go find a company that uses a simpler interview strategy?
What do you think? How much is too much?
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