You currently have a vacancy for a position at your company and you’re in the process of screening several different candidates. All of them have something to offer from their education, experience and potential. But which candidate will be the right one? And how do you make a final decision in a short amount of time?

You may decide to interview a couple of candidates on the job site, over the phone, in the office or virtually. Perhaps you have found value in skills assessments and multiple panel interviews along the way. But which way is the right way?

There is no one-size-fits-all when it comes to selecting the right candidate for the job, but there are several factors you should consider when determining the number of interviews you need in order to make a decision.

1. Job Complexity

If the job is a key or critical position that generates income; you may require more interviews than a non-income generating position. A complex job may require more interviews to ensure that the candidate has the necessary skills, knowledge and experience, for example, a senior-level executive position who is responsible for meeting deadlines, managing projects and more will need to answer questions surrounding their success rates, achievements and how they plan to assist your business with reaching its goals. However, if the job is entry level, You may require one meeting with the hiring manager and one interview with their future team mate.

2. Company Culture

Your culture, mission and values play a role in determining the number of interviews needed. If you value collaboration and teamwork, multiple interviews may be necessary to ensure that the candidate is a good fit for the team. On the other hand, if the company culture is more focused on individual achievement, fewer interviews may be necessary as the candidate will not require a lot of internal interactions.

3. Industry Standards

Sometimes rigorous interview processes that includes multiple rounds of interviews, skills assessments, background checks as well as behavioral analysis may be necessary. For example, if the position requires working with elderly patients, then it’s critical to find how well they have worked with the elderly in the past which requires assessments and evaluations.

What’s The Answer?

The initial screening interview with a recruiter followed by an interview with a hiring manager is standard. If additional interviews such as meeting with the team is a common practice and has generated positive results for your business in the past; then that is highly recommended. Sometimes panel interviews allow candidates to interact with their team and answer logistical questions associated with their future role.

Too many interviews can lead to a dissatisfactory candidate experience, lower the number of qualified candidates, increase in candidate drop rates and demonstrate trust issues within your organization.

Ultimately, the goal of the interview process is for you to obtain enough information to assess candidates for the requirements of the job so you can make an informed hiring decision that will benefit your business. By considering these factors, you can determine the appropriate number of interviews needed to make the best hiring decision and ensure a fair and efficient selection process.