Why multiple interviews in the start-up world just don’t work.

We are experiencing high demand for talent, and there is currently a short supply of talent available. As you’ll see from our previous article?-4 Reasons Why 2021 is the year to Change Jobs?-?there are multiple reasons for that shortage, and candidate motivators are quite different to what they were 6-12 months ago.??

But that aside, when you have quality candidates moving through your interview process, it’s important to make the experience as efficient as possible whilst still promoting your brand and getting the most out of?each and every?conversation you have with prospective employees.??

So, why don’t multiple?processes work???

We deal with lots of candidates every day and here are some of their perceptions:?

• No-one?seems to be able to?own a decision?
• The pace of the company is too slow?and inefficient??
• People aren’t empowered to make a decision?
• Complex hierarchies?are?going to make it difficult to influence change?
• They are just “using me” to create a GTM strategy - at no charge?
• I am already sitting 3 other code tests, it’s their final round; I won’t do another as I haven’t the time.??
• I don’t think they know what they are looking for in this hire?

If there?needs to be?multiple stakeholders involved in the decision-making process, that’s fine – but make?it a panel interview for the?first or?second?interview.?If you need to set up separate interviews for every?decision maker,?the candidate will lose interest?-?no one wants to have a?fifth?or?sixth?stage interview process.??

In addition, if there are too many “decision-makers” it looks?as though no one in the company can “own”?or?make a decision; this really conflicts with the fast-paced,?dynamic culture most start-ups are building.??

Testing?

If testing is part of your process,?make sure you?issue the test once the candidate has met all stakeholders involved in the hiring process?and?has expressed an interest to?work with you.?

In this?talent-short market, asking candidates to invest hours into testing?or building out a GTM strategy?without meeting Founders or Hiring Managers isn’t going to fly.?Most candidates will withdraw from the process?because?there are so many amazing opportunities currently available in market.??

*most?candidates will have an average of 3 positions they are interviewing for at any given time*?

Bottom line?

Ideally, interviews should be?2?or 3?max, no more.?This ensures the candidate stays engaged with your process, it limits the competition swooping in and taking your preferred option, gives confidence that you know what you’re looking for?and demonstrates the fast, efficient way in which you operate.?How the start-up world should operate!??

If you want more information on how to structure your interview process, get in touch with The Nudge Group today?Email Dayna??