1,2,3,4,5,6… How Many Interviews Is Too Many?

Blog 6

The recruitment process has always been a balancing act between efficiency and thoroughness, but in today’s fast-paced market, there’s a growing need to strike the right balance. While it’s common to see variations in the number of interviews depending on the role, there’s one thing most candidates agree on; when the stages start to pile up, enthusiasm can quickly turn into fatigue.

Gone are the days when two or three interviews were the norm. Some companies, particularly in specialised industries, are still guilty of adding layer upon layer to the process. Tech giants once subjected candidates to over a dozen interviews, most having since realised the diminishing returns of such marathon hiring processes. In fact, research showed that four interviews provided an 86% confidence level in hiring decisions, with little value added beyond that.

A Smarter Approach to Interviews

In the current job market, efficiency is key, not just for employers but for candidates too. Virtual interviews are now widely used to streamline initial stages, allowing both sides to save time while gauging mutual interest. These early rounds are ideal for assessing core skills and cultural fit, reserving face-to-face interviews for serious contenders. This approach strikes a balance, maintaining engagement while respecting everyone’s time.

However, the process must still feel purposeful. Candidates will quickly disengage if interview rounds seem repetitive, lack structure, or fail to provide new insights. Similarly, adding unexpected stages late in the game can lead to frustration and a sense that the company isn’t respecting their time, causing top talent to walk away, sometimes into a business who has provided a slick, timely process.   

The Key to Candidate Engagement

From the outset, transparency is vital. Employers should clearly outline the number of interview stages, their purpose, and the key stakeholders involved. Candidates appreciate knowing what to expect and are more likely to remain committed if they feel the process is fair, well-structured, and genuinely collaborative.

In our experience, candidates stay engaged when:

  • Each stage introduces them to relevant decision-makers
  • Interviews are fresh and purposeful, avoiding repeated questions or revisiting the same ground
  • Feedback is timely, and communication remains open throughout

Conversely, lengthy processes with little clarity (especially where internal candidates are being considered behind the scenes) can leave candidates feeling undervalued.

So, How Many Stages Is Reasonable?

We conducted a poll across our LinkedIn network which revealed that most participants believe two interview stages are ideal, with 67% citing this as their preference. Interestingly, 17% were comfortable with three or four stages, while only a tiny 2% (perhaps tech giant alumni 😉) felt five or six rounds were appropriate. 

It’s clear that candidates are looking for efficiency and clarity when it comes to hiring processes. For employers, it’s essential to balance their need for due diligence with the candidate’s experience. Each additional stage should bring clear value, either by involving a different perspective or further exploration into specific areas.  

A Two-Way Street

Ultimately, hiring is a two-way conversation. Employers need to assess candidates thoroughly, but candidates must also feel empowered to decide if the role and company align with their goals. When both sides approach the process with respect, structure, and transparency, the result is a more effective and enjoyable experience for everyone involved.

If you’re navigating the hiring process and would like to discuss how we can help streamline things, we’d love to hear from you! Let’s make sure your next career move, or hire, is the right one.

Share this article