The recruitment process is chaotic.

Repeated interview is a common phenomenon in enterprise talent recruitment, and its purpose is to screen out outstanding talents who really meet the requirements of enterprises. However, if the interview process is too complicated, it will not only waste the applicant's time and energy, but also affect the company's image and recruitment efficiency.

First of all, repeated interviews may be related to the lack of standardization of the company's own recruitment process. Some enterprises lack clear job responsibilities and ability requirements in the recruitment process, which makes it difficult for the interviewer to determine whether the candidates meet the requirements of the enterprise in the recruitment process, so it is necessary to conduct multiple interviews to further understand and screen.

Secondly, repeated interviews may also be caused by lax safety assessment and background investigation of candidates. Some positions may require security background checks and other procedures. If the candidate's information is incomplete or there are potential security risks, the enterprise may need to conduct multiple interviews to carefully consider whether to hire.

However, repeated interviews may also bring unnecessary pressure and psychological burden to candidates. Some interviewers may not fully consider the feelings of candidates, and a series of interview processes may make candidates feel tired and hopeless. In addition, some enterprises may set up too many written tests and interviews, which will not only waste the time and energy of candidates, but also cause outstanding talents to give up applying.

In order to avoid complicated interview process, enterprises should establish standardized recruitment process and standardized interview procedures, so that interviewers can evaluate the professionalism and ability of candidates more objectively and accurately. At the same time, enterprises should also respect the feelings of candidates, through effective communication and timely feedback, let candidates better understand the job requirements and interview process, and reduce the psychological pressure during the interview.

In short, although repeated interview is a common screening method in the recruitment process, the overly complicated and irregular interview process will not only affect the recruitment efficiency and image of enterprises, but also bring negative effects to candidates. Therefore, enterprises should strengthen the standardization and scientificity of recruitment process and interview procedure, so that both candidates and enterprises can get better experience and effect from the interview process.