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How Multiple Rounds of Interviews Are Losing You Quality Candidates

We get it! A bad hire can cost you thousands of dollars. So, you’re conducting multiple rounds of interviews to make sure you recruit the best candidates in Atlanta. You’re being cautious, even if it’s a front desk or administrative assistant role.

But, the fact is, there’s no guarantee that a lengthy interview process will prevent a bad hire. Rather conducting multiple rounds of interviews is losing you quality candidate, and here’s how.

First of all, quality candidates are not interviewing at your company only. So, while you’re setting up multiple rounds of interviews, your competitor with a short hiring process will snag them off the market. In the end, you’ll be left with candidates that nobody wants.

Also, some candidates may lose interest in the position and ghost you. They may think that if it’s taking you so long to decide on a candidate to fill a role, it indicates how unorganized your company is and how difficult it would be to work with you.

Additionally, candidates may discuss the situation online or leave bad comments or reviews. And, even though you may not be stringing along the candidates, it’d appear so and affect your brand image and reputation.

How Many Rounds of Interviews Is Too Many?

More than 4 rounds of interview is too many. However, it depends on the position. For instance, 1 to 2 interviews are sufficient for entry-level positions, such as receptionists and medical assistants.

The first interview can help whittle down the candidate pool. Then, a second interview should be enough to make a decision from the shortlisted candidate. You may have two more interviews for higher-level positions to ensure they are a great fit.

Tips To Fast-track Your Interview Process & Hire Quality Candidates

You need to fast-track your interview process or risk losing quality candidates. Here’s what to do to hire quality candidates without conducting multiple interview rounds.

– Pick the right interviewers

Candidates don’t have to be interviewed by every single department or person they would likely work with. In most cases, scheduling an interview with a superior and someone below them is enough.

Also, use interviewers who pick good hires for your interview panels. Avoid those who often find faults or reject candidates, as it may be difficult to satisfy them. Their dissatisfaction will make it challenging for the panel to make a fast decision.  

– Evaluate candidates objectively

Sometimes, more interview rounds are required because interviewers cannot reach a consensus on the candidate to hire. So, to make it easier, have interviewers rate candidates objectively on a scale.

Ask interviewers to rate candidates numerically for different key skills. Also, have them rate them during the interview to avoid discussion between the panel members that may influence the interviewers’ decisions.

– Communicate timelines with candidates

Multiple interview rounds may cause you to lose quality candidates when you don’t inform them of the number of rounds. Some candidates will assume that you’ve selected another candidate and move on.

Thus, inform candidates beforehand if you’ll be conducting more than one round of interviews. Also, share the motivation or reason behind the additional rounds. This will enable them to know that you’re not just being indecisive.

In Conclusion…

Multiple interviews can be exasperating and will cost you quality candidates. So, you don’t have to make candidates jump through extra hoops because you don’t want to waste money on a bad hire. If you need help recruiting quality candidates fast, contact us at RG Staffing today!