Should You Kill that 4th Interview?

   |    3 minutes read

Feb 18, 2016

I couldn’t agree more with Kris Dunn’s post, Please Kill the Fourth Round of Interviews. From his perspective as a CHRO, multiple rounds of interviews do not lead to an improved hiring outcome. Here at Modern Hire, we tackled the multiple-interviews question from the candidate’s perspective. Our research found that more than two-thirds (67%) of candidates will adopt a negative impression of a company if you bring them back for more than three rounds of interviews1. It’s a little scary to see how easily hiring can creep off-track despite our best intentions.

3 Key Takeaways

Kris’s article is packed with good insights and spot-on analysis. However, if you don’t have time to read the whole thing, here are my thoughts on the three most valuable takeaways.

  1. Why Too Many Interviews Happens? Inexperienced hiring managers. As Kris notes, “Inexperienced hiring managers interview multiple candidates. They bring back two or three candidates for final interviews with the boss, and that person breaks it down and decides whom to hire. it’s called mentoring.” I think this happens fairly often, especially in companies with a highly collaborative culture. Good point about mentoring, Kris!
  2. How to Circumvent It?  Firm up your hiring process. Kris says, “If you don’t demand that all interviewers spend at least 15 minutes together being led through a feedback process designed to compare and contrast views on candidate strengths and weaknesses, you’re wasting your time.” At Modern Hire, our video interviewing technology helps clients standardize their hiring process. It also offers an easy, efficient way for all interviewers to get on the same page before, during and after an interview. With live panel video interviews, all interviewers can participate simultaneously, so collaboration takes less time and delivers a richer outcome. And let’s not forget – less rounds of interviews equates to a better candidate experience as well.
  3. More Interviews = More Cost. Kris cites CEB data which indicates that for every additional week the hiring process is extended through more interviews, it costs an organization about $2,000. We’ve seen it work the other way: When our clients use video interviewing technology, they’re able to increase speed-to-hire and save significant hiring dollars. One client, leading national health insurer Humana, is saving $6 million annually by using Modern Hire on-demand video interviews for pre-screening. Live and on-demand interviews both contribute to a more streamlined hiring process. To read more about Humana’s success, download Show Me the Proof.
You Can’t Afford that 4th Interview

Aside from the hard dollars I’ve just mentioned, there are others costs of multiple interviews, too. The tangible and intangible costs of an off-putting candidate experience. The metrics include candidates self-selecting out of your hiring process (drop rate), declined job offers, and reduced quality of hire since your top contenders may not choose you. The intangibles are of course harder to quantify but they are still there, embodied in bad reviews on, negative stories about your hiring process cycling through social media, and missed opportunities for referrals by candidates. When you consider these costs in addition to the hard dollars, can your organization really afford that fourth interview?

At Modern Hire, our focus has always been on the candidate experience. We are continually updating and refining our video and voice interviewing platform to help clients provide a positive experience to their candidates while they also reap the benefits of innovative technology. We’ve directed extensive research with job candidates to better understand their perspectives on hiring.

  1. Written by Modern Hire and conducted using Google Consumer Surveys, October 2013