Do we need multiple layers of interview?

Why landing into dream job has become a pain for a lot of people? Every now and then I get to hear stories and encounters from people that they have tried all that they could but haven’t heard anything positive yet.

Job seekers literally have to go door to door to bag that dream opportunity that they have been waiting for. The worst part is the cut throat competition in the job market especially for freshers. The competition is tough and the availability of large number of people eyeing on that one particular opening in a descent company make it even harder. The icing on the cake comes when the concerned company takes multiple rounds before they can take a final call.

Understanding the recruitment process, enables the recruiters to shortlist couple of candidates to call in for a face to face interview. These candidates further move into the drilling zone where they are not only interviewed but rather grilled in each round.

Interview helps in identifying that one candidate around whom this entire process is moving. But this process should be smooth instead of a whirlpool of interviews.

A candidate has to pass through multiple rounds of interviews which starts from Round 1> Telephonic Round > Round 2 with HR > Round 3 > Technical Round > Round 4 >Reporting Manager (would be manager) Round 5> Service Line head/ Team leader> Round 6 > Stakeholder (If hiring for a senior level) and if all this sails off well; then the final HR Round which hints that the deal might get closed.

So, why do we need so many rounds and different angles to evaluate one person and his skills? This points out the loopholes in recruitment process.

Design Competent Candidate Assessment

A post interview assessment sheet should be filled by the concerned interviewer to get an insight on the candidate’s skills set. Most of the companies use this practice but lacks the precision which makes it a mere formality. Each assessment should be designed as per the vertical that the candidates has come in for the interview.

This assessment can provide a deep look into the candidature which can prove to be helpful for the next level person in the interview hierarchy. If filled up appropriately this can save a lot of additional work.

Decision makers interviews

In most scenarios usually the junior fellows who do not have the decision making authority takes the preliminary round. Result – Candidates get grilled multiple times and the final call is still with the higher authorities which leads to another round of interview. This can be eliminated if the right person takes interview in the first go.

Pre interviewing evaluations

If smart pre interviewing evaluations are done then a lot of effort can be saved. People from the technical background can be provided with a pre- interview test that can enable the recruiters restrict the misfits from passing through the job tunnel.

Clearly communicating requirements

The need for multiple rounds of interviews comes into the picture when on one level the interviewer liked the candidate but was not really very sure of. So he makes it a pass to the next level. This can be avoided if the requirements are made crystal clear in advance to the people interviewing so that there are no confusions around what might work and what not.

Interview Training

Most of us have witnessed that during the interview process, each level interviewer has a different approach and expectations. Sometimes these expectations are so diverse that leads to different evaluations. To be on the same page, it is important for the team to run with the same torch when running in the same race.

It is only believed that multiple rounds of interviews can help you filter the candidates base better. But worth a shot candidate can prove his mettle in the first go. Rounds after rounds of interviews creates only ruckus in the candidate’s mind which gets intense if there is no response from the organization after those many rounds. Result – Bad experience with the company.

“Multiple rounds of interviews will not help us hire the best, but the right way to interview can lead us to the right candidate.”

Most companies have been practicing the cliché ways of hiring but with the advancement in the time it is essential for companies to look into the interview process. Hiring costs are one of the major concerns for most of the companies, if the process is set right these costs can be minimized.

So take a smart call and look again into your hiring practice.