Are You Creating an Efficient Amount of Rounds in Your Hiring Process?

There’s no cookie-cutter approach to hiring. A process that works for your company won’t necessarily be right for another. Every organization is unique, and it’s why hiring should be tailored around your organization’s specific needs.

However, when you’re working to hire, there are some best practices all companies should keep in mind during the process. After all, a poor hiring choice can lead to an expensive mistake that impacts productivity, morale, and even company profits.

One of those practices involves interviewing and how many rounds to include. You want to hire quickly, so your top pick candidate doesn’t accept an offer from the competition. At the same time, you need to seriously evaluate each candidate and ensure they’re the right fit.

So just how many interviews is the magic number?

It depends on the position you’re trying to fill. For instance, hiring for an entry-level role is going to look much different than hiring for a leadership role. The latter will require a more rigorous hiring process that includes more rounds of interviews. When hiring for an entry-level role or one that only requires one-two years of experience, though, one or two rounds of interviews are sufficient.

When hiring for more technical roles, then you’ll likely need to bring them back for a third technical interview. This should be a time when you’re introducing them around to the team and getting specific about the projects they’d be working on. Again, you’ll have a chance to see how well they mesh with potential colleagues, as well as find out their thoughts about how they’d approach different IT projects.

Senior-level roles will need three and four interviews, as well. These can include a mix of different kinds, such as panel interviews where you have a hiring committee interviewing the candidate. These kinds of leadership roles are complex, and it’s important to take the time needed to ensure you find a candidate who has the right mix of skills and interpersonal traits to be successful in the position. You typically can’t find that out in only one or two interviews.

While technical and senior roles require more interviews than entry-level ones, keep in mind that you don’t want to have too many either. If you keep inviting the candidate back for more and more interviews, they’re going to grow frustrated and look elsewhere for different opportunities. Likewise, if they’re being asked the same questions time and again, they’re going to feel like you’re wasting their valuable time. It’s why working to streamline your interview process is so important.

So while there’s no one ideal number of interviews, there is a right number for the position you’re looking to fill. Make sure you’re taking the time you need to evaluate the candidate without leaving them wondering if you’re ever going to make a decision.

Do you need help hiring for your team?

At Future Force, we’re one of Orlando, FL’s leading staffing agencies with many awards under our belt. We have access to talented candidates and can scrutinize them to ensure they’re the best fit for you. You’ll be able to access the skilled, dependable people you need faster, with help from our team. Contact us today to learn more!

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