Interviews. The necessary evil of the recruiting process. There were times when a candidate could expect a maximum three interviews before receiving a job offer. Unfortunately, it seems like the number of interviews expected has doubled in most cases, even for the most entry-level positions.
I think there is a fine line between appropriate and inappropriate when it comes to the number of interviews. For example, it makes sense for a company to ask an executive-level candidate to present their vision and ambitions. However, when the organization requests the individual create a marketing campaign during this process– which has happened recently with one of Levitt’s clients–it can be quite overwhelming. “My client felt that they were being asked to provide free work in exchange for nothing,” Levitt noted.
It is undeniable that, in numerous cases, the hiring process has become increasingly complex and tedious as time passes. A survey conducted by Greenhouse recruitment software company indicates that 60% of job seekers were dissatisfied with their prolonged recruiting experience. There isn’t one definitive reason why employers are so intent on making the selection procedure more demanding; it’s likely an amalgamation of several factors.
In the current economic climate and due to the pandemic, companies are more apprehensive than ever when it comes to making hiring decisions. Employers understand that hiring is pricey and onboarding employees can be time-consuming, so they want to make sure their selection of an employee or contractor will pay off in terms of a successful investment. During the great reshuffle of 2021 and 2022, numerous companies hastily made hires without taking enough time for due diligence. However, as the economy becomes increasingly volatile many managers are now exercising extra caution in their hiring process.
When candidates sense that an employer is taking their interview process a little too far, they have limited options to choose from: go with it or stand firm. However, there are still ways for them to maneuver through this situation in a productive manner.
To evaluate potential expectations regarding interview assignments, it is essential to ask questions. Find out why the job requires these tasks and how they will be evaluated as well as make sure that your work remains private property. There may be other options such as providing examples of previous projects or requesting compensation, though you might get a no in response.
At the start of the hiring process, question what kind of duties should be expected – who are you interviewing with? By when must everything should done? Hold those responsible for this procedure strictly accountable to deliver on their promises!
Don’t forget, during a job interview you are not only being interviewed but also interviewing the company. It’s important to remember that you should be evaluating whether this role and organization is right for you too!
As job seekers, it’s imperative to set some boundaries. My suggestion is that no more than four rounds of interviews should be conducted. Moreover, if a presentation or assignment has been requested by the employer – carefully consider whether this is an environment in which you truly want to work! While one may worry about the potential employer utilizing your effort; often times they don’t look at it all.
It’s important to bear in mind that if a company’s hiring process doesn’t feel right, working there will likely not be satisfactory either. If you experience the employer having to reschedule multiple interviews due to their interviewer being overwhelmed at work, it could mean things are far from perfect for them internally.
Organizations should be cognizant that a challenging recruiting process can result in damaging their reputation. If they take too long to make an offer, or put candidates through excessive amounts of hoops and red tape, the candidate may have lost all interest by then. Furthermore, job seekers might not possess multiple opportunities for recourse; however, they certainly do share experiences with others. Therefore it is vital for companies to remember how integral their recruitment procedures are when seeking new hires!
and Sprint Recruiting
I joined the HR industry in 2004 after working as a sales leader in the Financial Services Industry for eight years. After spending his first couple of years in HR trying to fit in, I found my voice. Now I leverage all of the things I once hated about HR to become a consultant and invaluable partner to the businesses I support. I contribute to the HRGazzette and to DataDrivenInvestor on Medium. WARNING: my writing style is raw and in your face, not what you would expect from an HR executive.
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