Streamlining Interviews:

Job interviews used to be relatively simple. A candidate would sit for one or two in-person meetings and then be advised about the hiring decision. 

Today, however, job seekers often face multi-stage processes that can stretch over several weeks or even months. Employers rely on multiple rounds of interviews, case studies, skills assessments, and even unpaid project work to gauge candidates.

Why Has the Process Become So Long?

Several factors have contributed to the increasing length of hiring processes, making job searches more complex and time-consuming than ever before.

The rise of remote and hybrid work has expanded the talent pool for many companies, increasing the number of applicants for each position. While this may seem beneficial, it often results in longer decision-making periods and additional interview rounds to help narrow down the selection. Some employers also use extensive screenings, such as personality assessments and problem-solving tasks, which extend the process further.

During the Great Resignation, job seekers had significant leverage, forcing companies to move quickly in hiring decisions to avoid losing top candidates. However, as hiring demand has stabilized, employers are now taking more time to evaluate candidates, leading to prolonged processes. As hiring demand has slowed, employers now take more time making decisions, resulting in longer processes.

Beyond market shifts, several additional factors have made hiring more time-consuming:

• Minimizing risk- Companies fear hiring mistakes and believe rigorous screening leads to 
  better hires.
• Internal bureaucracy- Multiple stakeholders want input, extending decision-making timelines.
• Technology overload- While artificial intelligence and automated screenings can help, they sometimes add additional steps that slow down hiring.
• Increased competition for top talent- Companies add more assessments to ensure they do not hire the wrong person.
• Legal and compliance factors- Background checks, reference verifications, and regulatory requirements can extend timelines.

Long Hiring Processes Can Be Bad for Employees— and Employers

Both employees and employers can be negatively impacted by hiring processes that are longer than necessary. 

The Candidate experience: Stress, Fatique and Uncertainty

A prolonged hiring process can be mentally and financially draining for job seekers.

• Candidates invest significant time preparing for multiple rounds, often juggling multiple applications, follow-up emails, and scheduling conflicts. 
• The unpredictability of long gaps between interviews creates additional stress, leaving job seekers unsure whether to continue searching or to wait for a response. 
• Some candidates take time off from their current jobs or even relocate for a role, only to be met with rejection after weeks or months of effort.

financial stress

For many job seekers, especially those who are unemployed, an extended hiring process adds significant financial pressure. Without a steady income, the delay in securing a position can lead to financial hardship, making it difficult to pay for essential expenses like rent, healthcare, or childcare. The uncertainty of not knowing when or if an offer will come can further compound stress levels and force job seekers to take less desirable positions out of necessity.

Mental Health Effects

The impact on mental health is also substantial. Job seekers who experience prolonged hiring cycles often report increased anxiety, burnout, and self-doubt. Each additional interview round or delay in communication can contribute to a growing sense of frustration and diminished confidence. A lack of clear expectations from employers leaves candidates in a state of limbo, making it difficult for them to focus on other opportunities or maintain motivation throughout the process.

A study by the Society for Human Resource Management highlights this issue: "Job seekers increasingly express frustration with long hiring processes, particularly when employers fail to communicate timelines and expectations." This lack of transparency leaves candidates feeling undervalued and uncertain about their future.

Excessive hurdles

Additionally, some companies require candidates to complete unpaid assignments or undergo multiple behavioral assessments. While these tasks may provide insight into a candidate’s skills, they often feel like excessive hurdles rather than meaningful evaluations. In some industries, such as technology and finance, these assessments can take weeks to complete, leading to further candidate dissatisfaction. Instead of ensuring a strong hire, these prolonged processes may be deterring top talent.

Lack of response

Ghosting is another major frustration for job seekers. Many candidates go through multiple rounds of interviews, only to never hear back from the employer. This not only damages the reputation of the hiring company but also leaves candidates feeling disrespected and undervalued. The lack of closure makes it difficult for job seekers to move on and apply for other roles with confidence. Candidates who experience ghosting may share their negative experiences online, which can discourage future applicants from considering the company.

long hiring processes can hurt employers too

Employers may believe they are making smarter hiring decisions with longer processes, but they risk damaging their own reputation and operational efficiency. Top candidates are typically off the market within ten days, meaning companies that take too long to decide often lose their best prospects. Furthermore, an inefficient hiring process can create a ripple effect across teams, delaying projects, increasing workloads for existing employees, and ultimately reducing morale. Instead of filtering for the best talent, long hiring cycles may be weeding out candidates who simply cannot afford to wait.

Candidate drop-off

Top talent will not wait indefinitely. Many highly qualified candidates have multiple job offers and will likely accept an opportunity with a company that moves faster. Delays mean losing skilled professionals to competitors, weakening an organization’s ability to attract the best employees.

Morgan McKinley’s Global Workplace Study found that more than one-third of professionals said that ”too many interview rounds, slow processes, and decision-making” would cause them to dismiss potential opportunities. This means that companies with drawn-out hiring processes are inadvertently pushing strong candidates toward their competitors.

reputation damage

Prolonged hiring processes do not just frustrate candidates; they can harm a company’s brand. Job seekers frequently share their experiences on employer review sites and social media. A reputation for drawn-out, cumbersome hiring can discourage top candidates from even applying in the first place.

A negative employer brand can impact future recruitment efforts, making it harder to attract high-quality candidates. This is particularly concerning in highly competitive fields, where top talent prioritizes companies with streamlined hiring processes.

internal inefficiencies

A drawn-out hiring process burdens HR teams and managers, increasing recruitment costs and reducing productivity. The longer a position remains unfilled, the greater the strain on existing employees who must cover additional responsibilities. Delays in hiring can slow down entire departments, affecting overall business performance.

Moreover, hiring managers spend excessive time in interview cycles instead of focusing on strategic goals. The inefficiency of long processes ultimately affects bottom-line performance, particularly for companies in growth phases that need to scale quickly.

Streamlining the Hiring Process: A Better Approach

Companies can maintain a rigorous selection process without frustrating candidates. A few key improvements can help strike the right balance:

• Limit unnecessary interview rounds. If a candidate has already met with key stakeholders, additional rounds may add little value. Consider setting a hard cap on the number of interviews, ensuring the process moves efficiently.
• Set clear expectations. Providing candidates with a hiring timeline upfront helps manage their expectations and reduces frustration. Regular follow-ups via email or phone ensure that applicants stay engaged and informed.
• Leverage tools strategically. Automated tools can streamline resume screening and assessments, reducing the need for excessive human intervention. However, AI should complement, not replace, human decision-making. Over-reliance on automation can create a cold, impersonal experience that drives candidates away.
• Reduce hiring timelines. Companies should regularly evaluate how long it takes to fill positions and identify bottlenecks that slow down decision-making.

A Forbes article emphasizes the urgency of improving hiring practices: "When a hiring process drags on too long, top talent walks away. Companies must rethink their approach to remain competitive in today’s job market."

An extended, overly complex hiring process often does more harm than good. While companies aim to make informed decisions, they risk alienating top talent, damaging their reputation, and creating internal inefficiencies.

The key is balance: thorough yet streamlined hiring practices that respect both the needs of businesses and the professionals they hope to hire.

When you partner with Ulliance, our Life Advisor Consultants are always just a phone call away to teach ways to enhance your work/life balance and increase your happiness. The Ulliance Life Advisor Employee Assistance Program can help employees and employers come closer to a state of total well-being.

Investing in the right EAP or Wellness Program to support your employees will help them and help you.  Visit https://ulliance.com/ or call 866-648-8326.

The Ulliance Employee Assistance Program can address the
following issues:
• Stress about work or job performance
• Crisis in the workplace
• Conflict resolution at work or in one’s personal life
• Marital or relationship problems
• Child or elder care concerns
• Financial worries
• Mental health problems
• Alcohol/substance abuse
• Grief
• Interpersonal conflicts
• AND MORE!

References:

Research Reveals Candidates' Frustrations With Hiring Process; Society for Human Resources Management
https://www.shrm.org/topics-tools/news/talent-acquisition/candidate-experience-talent-board-research-candes   

So Many Interviews: 5 Ways to Make the Best of a Prolonged Process; Forbes; Tracy Browere, PhD
https://www.forbes.com/sites/tracybrower/2023/08/13/so-many-interviews-5-ways-to-make-the-best-of-a-prolonged-process/

The Downsides of a Long Recruitment Process—and How to Speed Up Hiring; Robert Half
https://www.roberthalf.com/us/en/insights/management-tips/how-a-long-recruitment-process-can-hurt-you 

The Return of Never-ending Job Interviews: 'It Can Go Beyond the Pale'; BBC; Alex Christian
https://www.bbc.com/worklife/article/20240402-return-of-never-ending-job-interviews