I recently had a reader post this question regarding multiple interviews and thought it important enough to give it it’s proper attention.
Question: Sir Its constructive to read. What however still troubles me is the cost of interviewing and the effectiveness of all people in organization like you said conducting multiple interviews with different people in company of the same individual. Could that be effective enough?
Thanks for your question. If I understand your question, yes, there is a hard cost of interviewing people internally; time. And there is a greater cost if you have the wrong people conducting the multiple interviews with a new candidate. If you don’t have people within your organization who you trust to effectively interview and assess a candidate as well as put your company and the job opportunity in the best light while being authentically realistic about the position, then you’re better off handling this yourself until you do have these types of people in place. Otherwise, while you may attract a great candidate, having the wrong people interview them can quickly drive that candidate to your competition or to another company.
Ultimately the greatest cost to your company and to any company would be to not have a comprehensive and thorough interviewing process. Lacking this type of system leads to mis-hires, costly decisions, wasted time and ultimately a detrimental impact on your bottom line. While I’m a firm advocate of multiple interviews, taking the candidate out ‘in the field’ for a day to get a strong sense of their position and putting them on some type of initial trial period, (as well as having an initial 30 day New Hire Orientation) I realize some companies may run into situations that may now allow for this well rounded approach. However, let the inability to honor this type of process be a result of legal issues or compliance and possibly a lack of human resources to conduct the multiple interviews rather than time or money. Time or money isn’t a valid excuse to put a plan like this together especially with today’s thinner talent pool, as the cost of turnover will still be the greatest cost you’ll incur.