Hiring managers understand that selecting the right candidate the first time when filling a vacant position is a priority. In fact, the entire hiring process is built around that idea, with each stage serving a critical role in determining which job seeker has the most potential to excel.
While some companies only interview candidates once, many others have multiple interview rounds. Often, the idea is that, by speaking with the job seeker more than once, you’ll gather valuable information that can help you make a decision. But, if you’ve ever wondered how many rounds of interviews is too many, here’s what you need to know.
Factoring in the Position
In many cases, the number of required interviews should first and foremost be appropriate for the level of the position. For example, hiring a C-level professional will likely need more interviews than an entry-level worker, as the difference in the degree of responsibility is significant.
This means it can be wise to adjust the number of interviews depending on the role itself. If less experience or fewer skills are required to be successful in the position, then scale back the number of interviews. If a job is highly specialized or particularly critical for overall operations, then you may need more.
The Candidate’s Perspective
Many hiring managers assume that job seekers are thrilled to keep coming back for interviews. After all, it means they are still in contention for the job and why wouldn’t they want to spend more time with leaders in the organization?
But, as the number of interviews begins to pile up, candidates are going to get frustrated. Usually, job seekers have to reserve several hours each day to every interview, and they aren’t being compensated for their time. In fact, they may be losing money if they have to take time away from their current job to attend.
Additionally, after a point, candidates will begin to question why so many interviews are necessary. They may wonder if the company has an issue with decision-making or if the business is generally disorganized. It may appear to them like the company is stalling, suggesting that the people they are interviewing aren’t what they are looking for and that the hiring managers might be wasting the candidates’ time in the hope of finding someone better.
How Many Interviews is Too Many?
While there is no hard and fast rule, aiming for between one and three interviews, depending on the level of the position, is a wise move. An entry-level job may only require one to properly assess the candidate, while mid-level or highly technical roles may need two (especially if a technical interview would be beneficial to the process). Executive or upper management positions could require more than two, depending on the size of the company.
In some cases, a fourth interview may be justified. However, it’s important to recognize that many candidates will be frustrated if the third interview didn’t result in a decision, so make sure you only go beyond that point when it is absolutely necessary, and the reasoning can be explained to the job seeker.
Are you looking to streamline your hiring process?
If you are interested in learning more or have vacant positions you are working to fill, the professionals at TRC Staffing Services can help. Contact us to speak with a member of our knowledgeable staff today and see how our expertise can benefit you.
