What is the psychology of people who have interviewed several times?

In the process of job hunting, people often encounter multiple rounds of interviews for a position, and even some friends have experienced five or more rounds of extreme interviews.

At this time, we can't help but ask, are so many rounds of interviews really necessary?

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When we go to an interview, we may face all kinds of problems, but back to the essence, no matter how the interview form changes and the interview questions are different, we are actually examining the fit between the job seeker and the position.

People of different ranks will look at candidates from different angles because of the influence of work characteristics and personal views, which is the reason for arranging multiple rounds of interviews.

At present, many companies try to arrange several rounds of interviews on the same day, so that job seekers can make fewer trips. If the meeting time with the interviewer really can't be coordinated, we will try our best to arrange telephone interviews and video interviews to improve the interview efficiency.

On the surface, multiple rounds of interviews cost the company more time and energy, and the recruitment cost rises. It is even more tiring to find a job, especially for the last cold classmate. When he is angry, he doesn't know where to scatter. So on the surface, multiple rounds of interviews are more like a foot-binding cloth in feudal society, which is smelly and long and unnecessary. Why do companies still enjoy it, especially in some big companies, the process is slow and long, and the experience for job seekers is very poor. What is the enterprise thinking, what does the layman know, and why can't the professional HR see through it? Why not simplify the process and improve efficiency, so that everyone is happy?

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Can HR understand the problems you can understand?

Arranging multiple rounds of interviews is precisely the company's means to control labor costs.

From the company's point of view, the successful entry of an applicant is only the beginning. It takes three years to become a full-fledged member to play its due role in the post and recover the recruitment cost, so it is particularly important to check at different levels in the screening process.

It is better to find problems through multiple rounds of interviews than to leave after the probation period. In a certain period of time, the longer the delay, the higher the cost.

Students who know about company personnel management should know that once an offer is made to a candidate for a position in a company with strict management, the position will be locked and may not be opened for a short time. If the candidate doesn't join the job after getting the offer, or leaves the job less than a week after coming, it is very likely that the position will be reopened for recruitment after a period of time, and the previous work is tantamount to waste. Therefore, multi-level control in the screening process is the correct solution to save recruitment costs.

As for how many rounds of interviews are needed, the situation of each company is different. But what is certain is that the interviewer in the final round can definitely decide whether this person will stay or not.

Small companies need fewer rounds because the information before each level is more transparent. Generally, two rounds are enough, one for HR and one for business executives. Moreover, small companies do not have strict personnel management systems, and there are few cases of locking in personnel budgets. There is no need for multiple 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 and can only examine job seekers in certain fields. We also 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 will be relatively reduced.

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Therefore, from the perspective of personnel management, it is reasonable and necessary for the company to do so. For job seekers, although many rounds of interviews are very tiring, you don't want to find that the superior leader has left just after joining the job. It's better to find yourself unsuitable during the interview and continue to look for better opportunities, isn't it?