Interviewing is a fact of life for hiring managers. They need to get to know a job candidate well enough in order to make an informed decision of whether or not to extend a job offer. But how many interviews is the right number to make candidates (and company staff) go through before a hiring decision can be made?
Two … three … seventeen! Yes, seventeen!
I recently heard of a Fortune 500 company conducting 17 interview with a candidate prior to making an offer of employment. Were they interviewing for their next CEO or for someone else in the C-suite? No! This was for a program manager level position with this company.
I also learned of another Fortune 500 company. Very similar story. They conducted 10 interviews with a candidate. Which doesn’t sound like much compared to the previous example. However, the candidate had previously worked for the company just a few years earlier, so there were not many unknowns here. Still the company couldn’t make a hiring decision in less then 10 interviews. Again, they weren’t hiring at the C-suite level.
So my question is…How many interviews does it take to get enough sense of a cultural fit and understanding of a candidates expertise?
Please share your opinion below and VOTE. For the sake of discussion, we’ll say this is a mid-level position at a Fortune 500, requiring a Bachelors degree, and paying $75,000 annual salary before bonuses. I am defining an interview as either in-person, via telephone, or via video-conference.
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