Have you noticed that moving to a different company is harder?
Companies, of course, want to ensure that the potential employee is a good one. One of the ways of determining worth is to have the candidate interview with multiple people so as to secure differing points of view about the candidate. This makes sense in that a candidate needs to show effectiveness across multiple dimensions such as analytical capabilities, technical prowess in particular areas, or relationship management. Different people can interview the candidate to determine if the skills are there to meet the different dimensions.
But where does skillful interviewing change to a gauntlet?
I have a friend looking for a job. Here is the process so far:
After getting out of this gauntlet – where one definition from dictionary.com is “a form of punishment or torture in which people armed with sticks or other weapons (questionnaires, phone interviews, in-person interviews, team interviews, and panel interviews – Scot) arrange themselves in two lines facing each other and beat the person forced to run between them” – the company hiring our candidate hero will believe that they will have a dedicated, skilled employee that can perform in the job.
Meantime, if I were the candidate, I”d see a complete lack of consideration of the employee’s time by not consolidating the interviews into one day for the phone interviews and another for the in-person interviews, an ill-defined process for hiring which lacks time-based goals, and no speed-of-execution by the management team. I know I’d want to give this management team my undying loyalty. Not!
Do you think they interview CEO’s this way?
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