The Circus of Interviews

Are companies being too rigorous in our assessment of candidates? How can we avoid losing a good candidate to a long interview process?

The world of work has undergone so many shifts as a result of the pandemic. While on one hand, working from home may have gained wider acceptance, on the other, joining the workforce may be getting harder. We are referring, of course, to the process of attending a job interview, which seems to be getting needlessly longer. Interviews have never been “easy”. Candidates still need to meet multiple touchpoints. Employers sometimes ask so much of a candidate because they are trying to understand if they fit the work culture of the new organisation. That said, the list of expectations is growing longer by the day. From behaviour and cognitive assessments to assignments, demo presentations, trial work days and panel interviews, companies may be taking the interview process a bit too far.

In a recent article, Slate reveals the trauma of this process through the stories of candidates, some of whom attended as many as 29 interviews for a single position! The trouble is that interviews do take time. In the past, a candidate would spend a day or even two, going through multiple rounds of interviews with every important member of the organisation, alongside fellow candidates. With remote work gaining currency of late, companies have done away with the two-day offline interview process and just work their way around everyone’s availability on a particular day. For some reason, this has just made things much harder. Candidates attend interviews at multiple organisations at the same time, each with the same expectations of six to seven rounds of interviews, and this eats out of their regular work day. This also means that candidates have to be in the right mindframe for an interview for however long it takes for the interview process at all these organisations to conclude. To add to the challenge, some of these interview requests are ad-hoc, leading to a lot of exhaustion for the candidate. Getting rejected after such a long process can be demoralising.

This is where companies like Leadership Mavericks bridge the gap. Part of the work we do involves championing our candidate’s every need, which includes closing the loop and being given feedback about the minutiae of the assessment that really matter to the candidate. Leadership Mavericks, helps keep the search process on track by understanding unspoken expectations (on both sides) and creating a transparent, smooth process for everyone concerned.