Insecurity. It’s not a particularly charming trait. And, as relationship experts will tell you, it’s generally an aspect of a person’s personality that can make romantic unions meet bitter ends. When you’re looking to recruit top talent for important positions at your company, it’s wise to remember that you are looking to secure a strong relationship. The uniting of employer with employee is a relationship that also needs to be void of insecurities.
How do employers demonstrate insecurity?
It’s all about the interview process. Believe it or not, there are major corporations out there that put their candidates through interview after interview after interview. And for what? The most talented of job seekers will only have so much patience when it comes to the job hunting process. Employers need to keep in mind that they’re not the only ones interviewing their candidates for jobs.
Google is one of those major corporations. They’re known for conducting between five and eight interviews per candidate before making hiring decisions. They’re actually patting themselves on the back for this “feat” because they used to do a 10-interview process! It’s been argued that big-named businesses can do whatever they please, banking on their strong employer brands to keep candidates coming through the doors.
Imagine being the candidate who gets the regrets call after 10 interviews.
Showing my age perhaps, I recall a Big Blue company who once had this perspective. Back in the 1990s, the multinational technology company had job hunters lining up around the block hoping to land job interviews. Today, they are lucky to draw the attention of a dozen applicants over a three-week span. The “overdoing it” aspect of conducting job interviews is a symptom of a company culture that lacks accountability and is, based on all signs, one that demonstrates insecurity.
On Inc.com, Alison Green fields a question from one of her readers who applied for a job he thought he was a good fit for. The individual reveals that he had to meet an external recruiter and then an onsite recruiter who passed him along to the owner of the business. He was then contacted again by the first recruiter for further questioning and then did another interview shortly thereafter.
“They kept talking about avoiding a bad fit, but as far as I was concerned I had decided I really wanted to work for them after interview No. 3 and told them that,” writes the job seeker, “So I guess my quandary is … getting a second interview is a signal that they’re really interested, and getting a third one should be even more positive, right? But a fourth or a fifth? I just do not know what to make of this; my head is buzzing.”
In response, Green advises job hunters to inform would-be employers of their genuine interests in working for them. But they should also ask about the length of the entire interview process. She encourages job seekers to let their interviewers know that their time is limited due to working current jobs or meeting with other potential employers. Job candidates, she insists, have every right to learn about the company cultures of the businesses they apply to. Over-interviewing, as it were, can present warning signs about those cultures.
“You should also do some serious probing into their culture, and how they make decisions, and how they operate in general — because those are things that will have a major impact on your quality of life while working there, as well as your ability to succeed in your work for them,” Green advises her readers, “and right now there are some red flags going up around that stuff, so you should really do some due diligence there.”
After all the energy and effort you put into attracting top talent, respect their time and demonstrate that your company has a culture of accountability by setting the tone with a three interview maximum. For more expert assistance that can help you to master your interview process, give Hire Value Inc. a call at 403-978-3827 today!