Why does a position have multiple rounds of interviews?

In the process of looking for a job, we often encounter situations where a position requires multiple rounds of interviews. Some friends have even experienced more than 5 rounds of extreme interviews. At present, we can’t help but ask, are so many rounds of interviews really necessary?

When we go for an interview, we may face a variety of questions, but back to the essence, no matter how the interview format changes or the interview questions are different, they are actually looking for a job suitability for the person and position.

People at different levels will be affected by characteristics such as positions and personal opinions, and information gaps will appear. The perspective of looking at the candidate is different and the candidate will be examined along different dimensions. This is why multiple interviews are scheduled.

Currently, many companies try their best to arrange several rounds of interviews on the same day so that job seekers can avoid several business trips. If the visitor's time cannot be coordinated, we will arrange telephone visits and video visits as much as possible to improve visit efficiency.

On the surface, multiple rounds of interviews require companies to spend more time and energy, and increase recruitment costs. It's even more tiring to find a job, especially for the last batch of classmates who are angry and don't know where to turn.

Therefore, multiple rounds of interviews look more like the shoes of a feudal society. They are smelly, lengthy and very unnecessary on the surface. Why do companies still prefer this approach, especially when the process at some large companies is slow and lengthy and candidates are extremely inexperienced.

What is the company thinking? Amateur players understand this problem and why professional HR can't see it. Why not simplify the process and make it more efficient and everyone is happy?

If you can understand the problem, can HR not understand it? Arranging multiple rounds of interviews is a means for companies to control labor costs. From a company's perspective, successful candidate onboarding is just the beginning. They can recoup their recruitment costs only if they can perform their due role in the position within three years of switching. It is particularly important to check the level of the selection process.

It is better to discover problems through multiple rounds of interviews than to fail the probation period. Students who understand company personnel management should know that in companies with strict management, once an offer is made to a job applicant, the position will be locked and may not be open in the short term. If a candidate does not enter the job after getting an offer, or leaves the job less than a week after arriving, the job will most likely be rehired after a while and the previous job will be wasted. Therefore, multi-level control in the screening process is the right answer to save recruitment costs.

Every company’s situation is different as to how many rounds of interviews are required. But certainly, the last round interviewer has to be able to decide whether the person stays or not. Smaller companies will require fewer rounds because the information is more transparent before each level. Typically, two rounds are enough, an HR interview and a business executive interview. Moreover, small companies do not have very strict personnel management systems, rarely have personnel budgets locked up, and do not have many interview rounds.

The bigger the company, the longer the interview process. Interviewers at large companies who participate in first-round interviews often have no decision-making power and can only examine candidates in certain specific areas. Higher levels of leadership are also needed to review and make decisions. The more interviews there are, the more comprehensive the candidate investigation will be, which will relatively reduce wasted personnel management costs.

Therefore, from the perspective of personnel management, it is actually reasonable and necessary for the company to do this.

As tiring as it is for job seekers to conduct multiple rounds of interviews, you don’t want senior leaders to watch you leave as soon as you start.

It's better to find out during the interview that you're not a good fit and move on to look for better opportunities, right?