How many rounds of interviews should it take for an employer to reasonably assess a candidate before the process veers into excess? And how long should candidates stick it out if there’s no clear information on exactly how many hoops they’ll have to jump through to stay in the running for a role?

In the age of Zoom, an increasing number of companies take their hiring process online. Candidates are asked to attend online interviews. Some candidates go through as many as 6 rounds of online interviews before even getting close to the offer. Here is the question: How many is too many? How can companies be smarter with online interviews without driving candidates away? 

Every job seeker welcomes an invitation to a second interview, because it signifies mutual interest. A third interview might feel even more positive, with the adrenaline of getting to an offer. But what happens when the process drags on to a fourth, fifth or sixth round – and it’s not even clear how close you are to the ‘final’ interview? 

Now here is what the perfect hiring process should look like:

The importance of streamlined hiring

A streamlined lined hiring process gives a company an edge in a competitive employment market. The number of required interviews should always align with the level of the position. Preferably, it’s three to four rounds, maximum. For positions below director level, it’s a maximum of three; preferably two.

WHO SHOULD BE IN THE INTERVIEW 

The key people who should be involved in the hiring process include the person who would be the employee’s direct manager, their supervisor and human resources. If it’s a C-suite position, it may include other C-suite executives and, possibly, some tenured employees. Yet, it’s important not to get too many people involved. Too many interviewers can create a lack of focus in the questioning as well as unease for the candidate.

Transparency in Hire or risk losing candidates 

Companies should nail down a hire-by date from the start of the recruitment process, because the best candidates only transition the job market briefly.

Beside the risk of losing candidates without a status update in 10 business days, companies may also be tarnishing their reputation. A survey showed that 26% of respondents would leave a negative comment anonymously on review sites. Of course, companies may not be stringing candidates along on purpose. Final approval for recruitment may be delayed because of shifting bottom lines or unforeseen circumstances beyond the company’s control – potentially moving the recruitment goalposts.

However if valid reasons for the delay aren’t communicated clearly, that may be a red flag for jobseekers. 

To see how you can work with Kilpatrick Executive Search to attract the right people with our digital tools. Book your virtual coffee and challenge us with a search today. 

Source: BBC Worklife