The Problem With Lengthy Hiring Processes and Excessive Reference Checks

The job market can be a minefield for both candidates and employers. But when a Senior Vice President of Sales in the tech/SaaS startup space recently reached out to me about their experience, it highlighted a critical issue that many talented professionals face today.

This particular candidate was required to complete an excessive number of interviews and asked to provide a whopping six references, each of which was expected to commit 30 minutes of their time. Only after these steps would the company consider making an offer!

Is this normal? Absolutely not. Here's why…

The Candidate's Perspective

Let's start by looking at it from the candidate's standpoint. Why should a highly qualified professional have to endure such a lengthy hiring process?

Candidates often juggle multiple job applications, work responsibilities, and personal commitments. Asking them to participate in numerous interviews and then provide an excessive number of references is not only inconvenient but also disrespectful of their time. It shows a lack of consideration for their value and experience.

It can also lead to a lot of frustration and burnout for candidates. Spending hours upon hours in interviews and follow-up calls can be emotionally draining, especially when they have to repeat the same information multiple times to different people.

Reference Checks Before an Offer? A Big No-No

What really shocked me about this particular candidate's experience was the fact that they were asked for six references, all before an offer was even made. Not only that, but each reference was expected to commit 30 minutes of their time to a phone call.

Requesting references before even discussing an offer is a major faux pas. References should be sought after a conditional offer has been made, not before. This approach only adds unnecessary steps to an already cumbersome process. Not only is it a huge waste of time and resources for the company, but also for the references themselves.

Asking for multiple references also signals a lack of trust in the candidate and raises questions about the company's confidence in its own hiring process (more on that below).

What It Says About the Organization

From an organizational perspective, if a company feels the need to conduct this many interviews and reference checks, it indicates several underlying issues.

Flawed Decision-Making Power

The decision-making power is often unbalanced in these scenarios. Are all these interviewers actually decision-makers, or do they just want to meet the candidate? If it's the latter, these meetings should occur post-offer, not during the hiring process.

Lack of Trust in the Process

Lengthy hiring procedures suggest that the company does not trust its own recruitment process or the judgment of its interviewers. This lack of confidence can be off-putting to high-caliber candidates, who might question the company's efficiency and professionalism.

Unclear Requirements

Unfortunately, many companies enter the hiring process without a clear idea of what they are looking for in a candidate. They then end up "window shopping" by interviewing multiple candidates to figure out what they want and to get ideas on how to fix the challenges they're currently facing in their business.

Best Practices

To avoid these pitfalls, companies should adopt the following best practices:

1. Streamline the interview process: Limit interviews to essential decision-makers only and ensure each one has a clear purpose.
2. Request references after an offer has been made: This respects the candidate's time and shows confidence in your hiring decisions.
3. Be clear about requirements: Get clear on what you're looking for before you start the hiring process. This will save time and make the process more efficient.
4. Trust your interviewers: Empower your hiring team to make decisions based on their expertise and judgment.

Final Thoughts

Lengthy hiring processes and excessive reference checks are detrimental to both candidates and organizations. They reflect poorly on the company's efficiency and can deter top talent from applying to your role. If your organization struggles with these issues, it might be time to re-evaluate your hiring practices!

What has been your experience with lengthy hiring processes and reference checks? Do you think they're necessary, or do they indicate deeper issues within the organization?

As always, I'd love to hear your thoughts in the comments below. And if you'd like to discuss the topic in more detail, feel free to message me here on LinkedIn or book a call with me.