“How many interviews is the right number?”
The answer? It’s a bit like asking how long is a piece of string?
There’s no one-size-fits-all.
The right number of interviews depends on your company, the role, the level of complexity, and most importantly – how structured your process is.
Here’s the key:
- Too few, and you risk rushing a decision without enough insight. It also doesn’t give the candidate time to properly engage with your business. A quick offer after one unstructured chat might feel efficient – but it can actually put strong candidates off. They want to understand the role, the culture, and the expectations just as much as you want to assess them.
- Too many, and you risk losing top candidates to fatigue or delays.
What matters most is that every step adds value – for both the candidate and the business.
Clear purpose.
Clear structure.
Clear outcomes.
If your interview process feels more like a maze than a journey, it might be time to revisit your approach.
Because in hiring, as in all things – quality over quantity.
Director
