Ooooh people love to get mad about this topic.
Lots of people claim you only need ONE interview. Just the hiring manager, THAT’S IT! Others think anything beyond maybe three interviews borders on violating the Geneva Convention. What those folks neglect to understand is the most important question of all – what is the right amount of data needed to reach a hiring decision?
The reality – like so many things in recruiting – is IT DEPENDS.
Some roles can be quickly vetted in a couple of short conversations. Other roles need a deeper dive into multiple areas with different stakeholders. The missing piece (and what really sets job seekers off) is the lack of STRUCTURE AND CLARITY.
My number one piece of advice for any recruiters or hiring authorities wondering how to do this better? Establish your interview process before you ever start recruiting. Understanding exactly what you’re looking for in an interview process is the key to setting up a successful one.
Now that your interview process is created, share it! Candidates have the right to know EXACTLY what they’re signing up for when deciding to interview. Recruiters should be able to explain not only how many rounds but also a brief overview of the information that will be covered and how to best prepare.
Check out the video HERE
