Why do some companies have to conduct multiple interviews?

In the process of job hunting, many people often encounter multiple rounds of interviews for a position, and even some small partners have even experienced five or more rounds of interviews. Is it really necessary for enterprises to conduct so many rounds of interviews? What is the ability of the candidates in each round of interviews? Is it suitable for every enterprise to adopt multiple rounds of interviews? These are all the places we need to know.

? I remember that in the last issue, we were asked to write several rounds of interviews. Today, I want to continue to talk to you about this topic, especially in today's serious epidemic situation, enterprises need to choose talents carefully.

? Many large enterprises will use multiple rounds of interviews when recruiting, and now they are studied by many small and medium-sized enterprises. If you don't understand the intention of multiple rounds of interviews, you can use it at will, which will lead to many jokes and a lot of spit.

? At present, almost no company decides to hire a job interview after only one round of interviews. It takes at least two rounds. Under normal circumstances, there are three or four rounds of interviews, and there may even be seven or eight rounds. For example, when I first moved to work in Nanjing, I had five rounds of interviews. Under normal circumstances, the higher the level, the more interviews. The bigger the company, the longer the interview process. Interviewers in large companies who participate in the first round of interviews usually have no decision-making power. They can only check the job seekers in certain fields, and need a higher level of leadership to make a decision. The more interviews, the more comprehensive the investigation of candidates, which can relatively reduce the wasted personnel management costs.

? So at this time, many of us can't help but ask, is it really necessary to have so many rounds of interviews? What is the ability of the candidates in each round of interviews?

? In fact, no matter what kind of problems we face, in essence, no matter how the interview form changes and the interview questions are different, we are actually looking for the suitability of candidates and positions, because many rounds of interviews will involve different people, and people of different positions and levels will be affected by job characteristics and personal views, and there will be an information gap. Therefore, candidates' views are different, and candidates will be examined from different dimensions. Of course, in practice, many companies will try their best to arrange several rounds of interviews on the same day, so that candidates can take fewer trips and avoid duplication.

? According to a survey of a recruitment agency, 20% of job seekers turned to the first side, 23% to the second side and 25% to the last side, but 40% of job seekers did not fail in the interview. Let's take a look at this data first. The number of people falling on one side/both sides/the last side is increasing gradually, but the difference is not big. 40% of users said that they had never failed in an interview, probably because there were too few interviews.

? The most normal situation is that the company's recruitment process is complicated, with one side completed by HR (and some enterprises' HR is in the final round), two sides completed by the supervisor, and more than three sides completed by the superior leader, and the time of the supervisor and superior leader is uncertain, so there may be no time on that day. After the HR interview, if it is more suitable, we will make an appointment with the applicant for the next interview. On the other hand, you have obtained the initial approval of the interviewer through the previous rounds of interviews. When all the candidates for this position have passed the previous rounds of interviews, you will have to compete with the remaining candidates for another round. Although there are fewer people left at this time, their abilities are similar, so the interview will be more difficult in the future.

? On the surface, multiple rounds of interviews require the company to spend more time and energy, and the recruitment cost will also increase. For job-seeking candidates, it will be more tiring, especially the last batch of candidates who don't know where to vent their anger. Then why do many companies still like this way? The long interview process gives the applicant a very poor experience. What is the company's philosophy? Let's take a look separately.

? The first round of interview mainly examines some hard indicators, including your professionalism, team matching, and whether your ability can touch the "pain point" of the enterprise. This round of interviews is generally conducted by HR for the main interview screening, or by HR and representatives of the employing department. At this time, you need to show your attitude towards job hunting and your clear self-orientation. Only when you are clear enough about your position can you show your matching degree with the company and position in the interview. For example, in the interview of programmers, the first interview will ask some basic knowledge, such as what is the difference between ArrayList and HashMap? How does hashMap resolve hash conflicts? How many hash conflicts can be resolved? Another example is the characteristics of red and black trees? Drizzt, can you say something? Application scenario? For example, what are the Raki recovery algorithms you know? What is the difference between reference counting and reachability analysis? Wait a minute.

? For the second interview and finals, most of them are high-level interviewers. They evaluate soft indicators, such as emotional intelligence, stability and personality, and negotiate to finalize some substantive contents. The second interview will involve more professional content, such as the interview of programmers. On the other hand, they basically ask some knowledge about partial framework and middleware, and dig deep into projects, such as the principles of Spring IoC AOP and AOP. Where is the project used? My Batis. How does the Dao interface work? Talk about Redis in your cognition? RDB、AOF？ How to use Redis in the project, talk about implementing an asynchronous event processing framework and so on. These are the processes of digging deep into the project.

? We also take programmers as an example. By the third interview, the intensity will be significantly improved, mainly involving multithreading, JVM and distributed architecture, such as the understanding of Java memory model and its application in concurrency. OOM error, stackoverflow error, permgen space error; The difference between g 1 and cms, the choice of LaJi collector with throughput priority and response priority; How to make distributed locks; Wait a minute.

? Then, in the fourth round of interview, the loopholes of the candidates will be put forward according to the above items, and then the candidates will be solved. Interviewers will also set their own scenarios and let candidates give solutions.

? Therefore, each round of interviews has a certain purpose and inspection point, not chatting with candidates. However, it should be noted that this is determined according to the scale and real needs of the enterprise, and not all enterprises need to conduct multiple rounds of interviews. Because the information between different levels is relatively transparent, small companies need fewer rounds, usually two rounds, one round of HR, one round of business executives or business leaders. Small companies generally do not have very strict personnel management systems, so they basically do not need many rounds of interviews. The bigger the company, the longer the interview process may be. Interviewers in the first round of interviews in large companies often have no decision-making power. They can only examine candidates in certain fields, and later they need higher-level leaders to make decisions. The more interview rounds, the more comprehensive the investigation of candidates, and the waste of personnel management costs for enterprises will be relatively reduced. For example, the above example is the process of applying for programmers in large companies, but small companies will not. For the enterprise in today's topic case, it is obvious that this is only a small sales company with 400 people, and the scale is obviously not large, the enterprise level will not be too many, the business process and architecture design will not be so complicated, and there is no need to hold so many rounds of interviews like a big company.

? Therefore, as for how many rounds of interviews are needed, the situation of each company is different, and it is impossible to generalize. Of course, in today's highly competitive era, enterprises are not recruiting people, but robbing people. Therefore, in practice, we must pay attention to compressing the rounds of interviews as much as possible. Even if there are multiple rounds of interviews, we should try to arrange them on the same day, and make good use of interview methods such as star method and onion skin method to improve interview efficiency.