Unlocking the hidden benefits of a thorough interview process

Have you ever felt overwhelmed by the number of interview rounds a company wants to put you through? Maybe you’ve even considered dropping out of a few because it seemed like too much hassle. As someone who’s been on both sides of the interview table, I've come to appreciate the true value of a thorough interview process.

Let's explore why multiple interview stages benefit both employers and candidates.

For companies

Getting a clearer picture

For companies, a bad hire is a costly and disruptive mistake. Making a hire-or-no-hire decision after just 1-2 interviews usually doesn’t provide a full picture of the candidate. People can exaggerate their qualifications on their resumes, making it tough to verify every claim. I've seen this many times firsthand: candidates who seemed perfect at first but then turned out to be a complete mismatch once they came on board.

To avoid this, companies should be selective in their hiring process. This can be done either by thoroughly vetting candidates in the interview stages or by assessing their performance during a probation period. In my experience, filtering during the probation period can be more effective and less frustrating for those who ultimately don’t make the cut, as it gives them a real chance to prove themselves in the actual work environment.

The costs of a bad hire

Bringing in new talent is expensive. According to the Society for Human Resource Management (SHRM), the average cost per hire is around $4,700. Edie Goldberg, founder of E.L. Goldberg & Associates, suggests that the total expense could be three to four times the employee’s salary.

Plus, when a company has several strong candidates who pass their interviews, choosing the wrong one can be costly in a hidden way: missed opportunity. Rejected candidates will probably find other jobs quickly, and by the time the company realizes their choice isn’t the best fit, those top candidates will already be employed elsewhere. This leaves you needing to restart the hiring process, wasting valuable time and resources.

Cultural fit matters

Hiring isn’t just about technical skills; it’s also about finding the right cultural fit. A poor fit can disrupt team dynamics, lower morale, and impact productivity. In my experience, mindset often matters more than skill set because technology evolves rapidly, and we need team members who can adapt and grow. For example, I once worked with a brilliant programmer who excelled at solving complex problems but was rude in meetings. Despite their top technical skills, their behavior hurt team morale, collaboration, satisfaction, and performance.

This highlights the importance of evaluating both technical abilities and cultural fit during the hiring process to maintain a healthy and effective team.

Ensuring genuine commitment

A lengthy interview process might discourage some candidates, but it helps companies find the best engineers who are truly committed. Those who are genuinely interested in joining the team and being part of the organisation are less likely to drop out halfway through.

For candidates

Job changes aren’t easy

Switching jobs isn’t as simple as changing your phone. You might be in a stable role that’s not particularly exciting or well-paid, but it offers security and predictability. A thorough interview process helps you get a feel for the company’s culture, growth potential, and how well the role aligns with your career goals, making it easier to decide if it’s the right move for you.

Room for off days

Everyone has off days. With multiple interview rounds, a single bad impression won’t ruin your chances. Meeting various team members means if one interview doesn’t go perfectly, you have other opportunities to make up for it and shine. Interviewers discuss candidates collectively, so a negative impression from one can be balanced out by positive feedback from others.

At the end of a multi-round interview process, interviewers usually gather in a "huddle" to make the final hire/no-hire decision. I've been in huddles where one interviewer had doubts due to a candidate’s performance in a single round, but others were convinced by their overall potential. This approach allows more room for error.

Fewer surprises from day 1

Talking to more people offers a clearer picture of the company’s culture, operations, and the type of people who work there. You can ask the same questions to the different interviewers, giving you a more accurate sense of the work environment than what any online presentation might show. This helps you figure out if the environment suits you, reducing the likelihood of unpleasant surprises after joining.

When I interviewed at Pure Storage, meeting people from different business units gave me a better understanding of how they operate.

Building valuable connections

When you go through multiple interview rounds with different team members, you'll already know some colleagues before your first day on the job. This familiarity eases your transition into the team and establishes a support network from day one. You can confidently reach out to these team members if you feel lost or have questions, as they’ll feel more invested in your success.

In the end, it’s about making the right match

Ultimately, a thorough interview process isn’t just about filling a position; it’s about finding the right match that leads to long-term success for both the company and the candidate. So the next time you face an extensive interview, remember: it’s an investment in a better future for everyone involved.

By embracing this approach, both companies and candidates can look forward to greater job satisfaction and improved performance, making the effort well worth it for both parties.