When interviewing candidates for an opportunity within your company, striking the right balance is key. But how much is too much?
An overly extensive interview process can be as detrimental as a superficial one.
Here are some thoughts on finding that sweet spot:
Length & Depth: Multiple rounds of interviews may be necessary for certain roles, but consider if each stage adds value or simply prolongs the decision-making.
Questions: Delving too deep into personal matters or hypothetical scenarios that bear little relevance to the job can be excessive and off-putting.
Assessments & Tasks: Practical assessments can be incredibly insightful, yet asking for time-consuming projects without clear relevance or without compensation crosses a line.
Communication: Keeping candidates in the dark for weeks or requiring them to constantly follow up for updates can discourage even the most interested applicants. Be transparent.
The interview process is a two-way street.
It’s not just about assessing candidates but also about showcasing your organisation as a great place to work.
Ensure the process is respectful, relevant, and reflective of the role’s demands.
Operations Manager
