The rise of never-ending job interviews (bbc.com)

Article summary

Some companies are conducting multiple rounds of interviews, sometimes up to six or seven, before making a hiring decision. This can be a red flag for job seekers and may drive them away. A streamlined hiring process is essential in a competitive employment market, and companies like Google have found that four interviews are enough to make a hiring decision with 86% confidence. Excessive interviews can signal a risk-averse culture that struggles to make decisions.

Main themes

• hiring practices
• risk management
• company culture
• job seeker experience
• employment law
• talent acquisition
• organizational behavior
• decision making
• candidate evaluation
• probation periods
• contract-to-hire arrangements
• at-will employment
• work environment
• team dynamics
• performance management

What commenters say

• Companies are trying to remove risk from the hiring process, but this can lead to a lengthy and frustrating experience for job seekers.
• A probation period or contract-to-hire arrangement can be an effective way to assess a candidate's fit without committing to a long-term hire.
• The emphasis on removing risk from the hiring process may be misguided, as it is impossible to completely eliminate risk and may lead to missing out on good talent.
• Some companies may be using lengthy interview processes to create a sense of exclusivity or to make candidates feel special once they are hired.
• Firing underperforming employees can be a difficult and emotional process, which may lead companies to try to vet candidates more thoroughly upfront.
• The at-will employment nature of many jobs in the US means that companies can fire employees quickly, but this does not always happen in practice.
• Excessive interviews can be a sign of a larger cultural or organizational issue, such as a lack of trust or a fear of making decisions.
• Some commenters believe that companies should focus on creating a positive and supportive work environment, rather than trying to hire perfect candidates.
• Others argue that a more relaxed hiring process can lead to a higher risk of hiring underperforming employees, which can be costly and damaging to the team.
• The use of contract-to-hire arrangements or probation periods can be seen as a way to mitigate this risk, but may also be perceived as exploitative or unfair to employees.