How many interviews does it take to get to an offer?
That question may be too big to answer, so let’s narrow the scope a bit.
Leaders, how many interviews do you hold per candidate?
I’ve seen anywhere between five and eight rounds of interviews, which can amount to seven to 15 team members’ time.
It may appear that organizations believe that more data points will result in a great hire.
However, what it actually reveals is the organization’s…
↳ Uncertainty: Interviewer 1: “What questions are you going to ask?”; Interviewer 2: “I don’t know. I’ll just Google something before the interview in 20 minutes.”
↳ Consensus Culture: “Everyone needs to meet the candidate.”
↳ Copy Culture: “Other companies do this.”
When it comes to interviewing, the old adage is spot on — “Quality over Quantity.”
It’s not necessary to take candidates through an interview obstacle course that’s reminiscent of Pitfall! 🕹️
What is necessary is an Interviewing Strategy.
💎 Exceptional Leader Practice:
⭐ Have an Interviewing Strategy
⭐ Clear Vision for the Role (Work to be Done; Skills Needed)
⭐ Communicate the Vision (Job Description)
⭐ Review Resumes for Skills Needed (100% is not required)
⭐ Prepare Your Team (Ensure They Understand the Vision and Have Interviewer Training)
⭐ Ensure the Interview Content is Based on the Role (for Technical and Behavioral Rounds)
⭐ Quality over Quantity — Applies to the # of Rounds, # of Interviewers, and # of Decision Makers
🗝️ BONUS: Keep in mind that a great hire may not be a great interviewee.
You got this!
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