On average, our team submits 40-50 candidates each month to our clients. Those numbers are distilled from the thousand or so candidates we vet and assess inside the same window. Every once in a while we’ll have a client, usually close to the finish line with a candidate, call and ask, “Did we check references on them?” Cue the eye roll. Of course, we are more than happy to hear from the filtered list of people about how great our candidate is. In truth, and I suspect everyone knows it, it is a colossal waste of time.
With clients across industries, regions, and sectors, we have a front-row seat watching the gamut of interview processes and techniques unfold. Some of our clients prefer to lean into their gut. If they have a good feeling about a candidate they’ll make an offer at the conclusion of the first interview. Others take months to screen, interview, check references, and interview some more before making an offer. We have clients who bomb our candidates with assessments and others who will hire anyone with a pulse that passes a background check and drug test. To be sure, an effective interview process is largely dependent upon industry, urgency, and culture. If your competition is scooping talent up quickly you have no choice but to move fast. With low unemployment, good candidates will always have 2-3 offers to decide between. There’s no one right way to go about interviewing candidates, but there sure are a handful of broken processes.
So how do you know if your interview process is broken? Here are a few signs: