Why are interviews for top 500 companies so complicated?

Yesterday, some students asked a question, which was universal and misunderstood by many students. Take this opportunity to explain together:

Some students asked: Why is the interview arrangement procedure of Fortune 500 companies so complicated? Most interviews 12 rounds, up to half a year? Is the interview cycle as long as possible? The more rounds the better? Is it possible for our company to follow suit? What is the appropriate number of interview rounds for enterprises?

I want to analyze this problem from three angles.

First of all, the reason why the Fortune 500 companies arrange such complicated procedures and so many rounds in the interview is essentially irrelevant to whether they are Fortune 500 companies or not.

I have also met many domestic enterprises, which are not among the top 500, and the interview procedure is very complicated. So what are the factors related to the number of rounds and the length of the interview? Mainly depends on two factors:

1, the size of enterprise personnel structure and scale.

Generally speaking, the more employees, the more complicated the structure, the more complicated the interview rounds should be and the longer the cycle. Why do you say that? Because the more complex the personnel structure, the more the number, the higher the requirements for candidates. After joining the enterprise, candidates have to work with more people, and it takes longer to integrate into the team. Therefore, it is understandable for enterprises to test candidates from different angles through different levels of personnel. Because recruitment is a two-way choice process, not unrequited love.

2. Enterprise employment standards.

From a certain point of view, the higher the requirements of enterprises, the more interview rounds, the more complicated the procedures and the longer the cycle. As for the level of employment requirements of enterprises, it is often related to culture. To put it bluntly, it has something to do with the boss's preferences. Some bosses like ready-made talents, so they should go higher; Some bosses like to cultivate people, give opportunities and time, and have lower requirements for talents.

So, how to arrange the number and cycle of interviews for corporate recruiters? Let me give you a suggestion for your reference:

Grassroots staff, generally speaking, up to 2 rounds, the cycle does not exceed one week;

Middle-level employees or employees in key positions, 3-4 rounds, with a period of no more than 10 day;

Generally speaking, executives have 5-7 rounds, and the cycle does not exceed one month.

This is an enterprise management and learning exchange platform established by Mr. Liang Zhanhai, a top 500 lecturer in China, on July 19, 2065438. The purpose is to share management opinions, training and consulting experience, and thinking about life, not seeking unity of views, but seeking to learn from each other's strengths! So should life. Only by mutual warmth can we realize the true meaning of life! Welcome to pay attention, because, with you, I am here; I am here, and I firmly believe that you are there!