Setting the Right Length for Interview Processes

I once watched a company lose its dream candidate. Not because of money. Not because of competition. But because their interview process was a mess. ⏰ 15 rounds of interviews.  ⏰ 4 different presentations.  ⏰ 2 months of waiting. By then, the candidate was gone. Here's what no one talks about: Your hiring process tells candidates exactly how you run your company. Disorganized interviews? That's how you probably handle projects. Poor communication? That's how you likely treat your team. Endless rounds of repetitive questions? That shows how you make decisions. Look, I get it. You want to be thorough. But after years of watching this play out: Nobody needs to meet your entire team.  Nobody needs six rounds asking the same questions.  Nobody needs to prove themselves over and over. Think about great candidates. They're juggling multiple opportunities. They're evaluating you at the same time as well. What actually works? Simple stuff: ✅Know exactly what you want before you start ✅Ask the right questions once, not six times ✅Trust your gut when you find someone great ✅Move fast before they're gone I've seen companies turn 8-week processes into 2 weeks. Their quality of hires went up, not down. Remember, top candidates are interviewing you, too. They're watching how you communicate. How you respect their time. How you make decisions. Take a hard look at your interview process. Would you want to go through it? #Recruitment #HiringTips #TalentAcquisition #HR #RecruiterLife #Hiring #CareerAdvice #TalentManagement #RecruitingTips #HRLife

We recently sourced the perfect candidate for a major client. Passive, hard-to-find, and once we got them in play, everyone knew—they were “the closer.” The client saw it too. Snap interview. Feedback: GLOWING. Second interview. Even better. Third interview. More praise. “This is the one.” We were crushing it. Until… “Let’s just do one more panel.” “Oh—and another with a key stakeholder, but she’s out for 10 days.” “Can they put together a case study too?” “We just need to baseline against a few other people.” You know where this is going. ⏳ 63 days. 🚫 Politely ignored our advice to move with more urgency 📈 Candidate now has two other offers—one with 20% higher in comp. We finally get the green light to offer. But it’s too late. If this sounds familiar, you’re not alone. Look—I get it. Diligence matters. A great hire is a game-changer. But here’s the problem - Too many companies confuse activity with productivity. They: Overcomplicate the process Don’t know what “great” actually looks like Prioritize internal alignment over candidate experience And in today’s market? That’s a recipe to lose top talent—every single time. So here’s my challenge to hiring teams: Design your interview process with the candidate experience in mind. What would make you want to join a company? What does that process feel like? Start there—and I promise, you’ll land the right people, faster, and more often.

I just had a candidate withdraw after their 7th interview. Yes, you read that right. Seventh. 'I'm sorry,' they said, 'but this process has shown me everything I need to know about the company culture.' Ouch. But they were right. Here's what excessive interviewing really tells candidates: • You're indecisive • You don't value their time • You don't trust your own judgment • You have unclear decision-making processes The best companies I've worked with? They nail it in 3 interviews max: 1. Initial screening 2. Technical/skills assessment 3. Culture/team fit Remember: Every extra interview isn't just a meeting - it's a candidate questioning if they really want to work for you. Quality over quantity. Always. What's the longest interview process you've experienced? Was it worth it? #RecruitingTips #HiringProcess #CandidateExperience