There’s an upside to endless rounds of job interviews

When job seekers start to interview for a role, the process is sometimes drawn out. But there can be an upside.

There’s always room for one more.

Finding a job is often a tough slog. But lately, the slogging has grown more intense as some employers tack interview after interview onto the hiring process.

It can be maddening for job seekers forced to sit through rounds of interviews that might stretch into the double digits. Yet, for all the hassle, there could be a modest upside: You really get to know the place.

Mary Olson-Menzel, the founder of MVP Executive Development and author of the forthcoming book “What Lights You Up?” said that unlike an interview process involving only a few conversations, the meet-everyone approach gives job seekers a chance to get a better feel for the position — and whether the employer is a good one.

“You’re going into an opportunity or a role with your eyes wide open versus having just met two people,” she told B-17.

The drawn-out process for some roles is occurring even though the overall US job market remains strong. The nation’s employers added 254,000 workers in September — far above analysts’ forecast of 147,000. And the unemployment rate fell for the second straight month, slipping to 4.1% in September. Hiring for seasonal jobs helped propel the gains.

Adam Stafford, CEO of the recruitment marketing and AI analytics platform Recruitics, told B-17 that the latest jobs figures are a positive sign for the US economy, especially following the Federal Reserve’s first interest-rate cut in four years in September.

He said there was an “immediate uptick” in hiring and job postings following the Fed’s decision, indicating improved confidence among employers.

“They didn’t open the floodgates, but it’s like they got a little booster shot,” Stafford said, referring to employers’ willingness to hire.

Employers can still go overboard

Of course, a stronger job market could push some employers to shorten the hiring process, which Olson-Menzel would welcome in some cases.

She has clients who’ve sat through a dozen interviews for a job. While something around 10 might be appropriate for a CEO, Olson-Menzel said, for an accountant, four or five might suffice.

Some employers are slow-walking the hiring process because they’ve had to adjust to everything from wars to political unrest to the pandemic in recent years, she said. Add to that a lingering uncertainty over how artificial intelligence might rewrite corporate playbooks, and you get ambivalent employers.

“Organizations are becoming much more risk-averse,” Olson-Menzel said.

That means some employers put job seekers through more rounds than an NFL draft. To endure, Olson-Menzel said, many applicants will draw on their tenacity when they’re asked to complete assessments or interviews with people who would be their peers.

“It’s just something that candidates have to have patience with and be prepared for,” she said.

Nailing the culture fit

Olson-Menzel said that as difficult as it could be, it’s best to try to embrace the process. Having a boatload of interviews gives job seekers more chances to determine whether an employer is a good fit for them.

Likewise, she said, employers are also trying to determine whether a person would align with the company’s culture.

In part, that’s because more workers are staying put compared with a couple of years ago during the “Great Resignation,” when job-hopping was more common — and easier to pull off. Now, as employees stick around longer, making sure they mesh well with an organization is more important.

“A cultural fit is the No. 1 thing that you need to look for these days because the skill set, you can teach somebody. It’s the cultural fit that’s going to actually make them a success,” she said.

Employers are also taking their time because they can. While the job market is still strong, it isn’t as hot as it was in some sectors.

That’s why many employers aren’t rushing to hire. And when a single opening can draw hundreds of applicants or more, employers understand they can be choosy about finding the ideal candidate, Olson-Menzel said.

“They’re being much more picky about bringing in the right person,” she said.