Don'T Let Excellent Candidates Die In Interviews.

Each candidate can understand the necessity of the interview, but when asked to interview too many times, the pain spot will appear.

A CEO of a well-known technology company has asked every job candidate to undergo an astonishing 17 rounds of interviews although no one knows how and why such a brutal number of interviews.

A few years ago, Google, after gaining fame in the industry, has asked for more than two digit interviews.

Google's reason is sounding, it thinks recruitment will affect everyone in the enterprise, so everyone in the company is entitled to interview candidates.

Fortunately, under the pressure of interview death, Google finally launched internal research.

Research shows that after the four round of interviews, people who come back to participate in the reexamination will gradually decrease.

Because Google's popular positions require advanced skills and creativity. For most jobs, over three interviews are totally unnecessary.

Obviously, when the number of interviews is over the standard, not only can the company get very little additional value, but also every candidate will suffer unnecessary injury.

Too many interviews can damage the spirit, self-esteem and perception of self-worth of candidates.

On the one hand, it causes candidates to wait for a long time and under pressure. Both the candidate himself and his family will feel unnecessary pressure and inadaptability. On the other hand, if the candidate is on the job or he lives in other cities, he will force the candidate to create many false excuses to get away from the interview, which are very bad candidates experience.

In addition, frequent requests for leave / absence can also affect the candidate's career.

But why do companies often ask for too many interviews?

Fear may be the main reason.

But even if you hold more interviews, you can't guarantee which individual is perfectly suitable.

So, lower your expectations.

Well, we don't need to interview so many times, but there is still an uncomprehensible question: clearly, the candidate answered this question in the last round of interview, but in the next interview, it will repeat the same problem.

At first, candidates may feel discouraged, but then there will be some annoyance. This repetition will make candidates feel this is a company, management is really confusing, and is not worth joining.

Asking the same interview questions repeatedly will not only increase the confusion and frustration of candidates, but also make candidates feel that their first answer is incorrect.

If candidates change their answers, they will reduce the accuracy of recruitment decisions.

If the question asked by the recruiter can find the correct answer in his resume, it will also give the candidate a negative impression.

Asking for the same interview questions again means less questions and more new information for recruitment decisions.

Why do different recruiters repeat the same questions? This only shows that the interview is not structured, planned and coordinated.

The recruiter did not assign specific questions to different interviewers' majors, nor did anyone track which questions were not asked.

In fact, we can simplify the interview manual, for each one.

For example, just ask the first question that appears on the handbook list.

When the candidate enters the interview process, he will have to go through an unknown journey.

They know nothing about the interview process and the information they expect to know.

Even if they are eliminated, they remain in the dark.

Sometimes, for a long time, the candidates do not get any feedback about the interview results. He will subconsciously think he is out of the game, but the fact is that the next interviewer is not ready.

This uncertainty gives the candidate a sense of frustration, and if he cares much about the job, he may have to spend a lot of sleepless nights.

But in fact, this uncertainty can be clarified, for example: what is this step? How long does this process take? What skills are we looking for? Who will conduct the interview? What is his job? Who will make the final decision?

No one.

Restrict recruiters from telling candidates about all aspects of the interview process.

Deliberately leaving candidates unidentified is mainly for unprepared interviewers to have a chance to put dove in the interview process.

Many candidates, especially after 90, expect enterprises to be highly open and pparent.

When they do not provide much prior information, they may withdraw from the recruitment process.

When an enterprise fails to respond to candidates in time, they may give up the company permanently and advise their friends or colleagues not to do the same thing.