Related Posts
How do we feel about a ring on the pinky finger?
Additional Posts in Recruiters
Can’t agree more, little laugh for the weekend
New to Fishbowl?
Download the Fishbowl app to
unlock all discussions on Fishbowl.
unlock all discussions on Fishbowl.
I think it depends on the level of the role, but that seems lengthy for an individual contributor. Are you seeing drop-off before or after that last step? I would imagine folks would prioritize their time and efforts with other companies with shorter interview processes.
That's a lot of meetings. After the recruiter screen, we have up to two meetings, no more than 4 interviewers (panel), no more than an hour each.
Sometimes, we have the candidate do an on demand interview which gives us data, sees how they present, and multiple interviewers can view it. They end up with better questions for the candidate when they do come in. The candidate spends 10 minutes on it and had multiple chances to record an answer.
A second meeting if a technical interview is required and/or final executive sign off. In smaller companies, the CEO meets people--- I fail to see the value of it- as it doesn't show trust in the interviewers and just seeks to perpetuate "just like me bias"- for most positions. For leader positions, the CEO should meet, but there is rarely a need for that many single meetings other than hiding the fact they probably don't know how to interview someone and want to talk about unrelated topics.
I love my company’s interview process as it allows us to make offers quickly. This is key in this market. For any with ~10 YOE or less it is…
Phone call or meeting with a recruiter. Usually 30-min.
2-hour meeting with the team. This consists of a 1-hour coffee or lunch with two people, and two 30-min meetings with four people (two and two). All back-to-back.
We’re then ready to make an offer in the next 1-48 hours, and we leave it up to the candidate for next steps. If they’re ready to receive and offer then great. If not we put on our sales shoes and let them drive the process to ensure they’re having their questions answered and getting whatever they need to feel comfortable and ready to receive an offer.
We do RS (<20 mim), HM (30 min for non tech/60 min for tech bc includes challenge) and then a panel of 2-4 stakeholders (30 min each for non tech/45 for tech) depending on seniority and if truly necessary to have different departments weigh in). Although never entire panel on the same day as to not burn candidates out. Max 2 interviews back to back and I always ask if they rather split it up while scheduling. If its a Director level or above we do a exec level call with the final candidate only but at that point they pretty much know theyll get an offer and its mainly to motivate the candidate to accept.
Occasionally we’ll do a take home challenge or a portfolio presentation instead of extra panelists if it makes more sense for the role.