Recruiters and Human Resources Managers often debate the value of interviews, especially the multiple and repeated interviews where you have the employment candidate back again and again to talk to one executive or another. There are the phone interviews, the group interviews, the one on one interviews. There are interviews about skill sets, interviews to determine if the candidate is a decent fit for that particular employment culture.
So at what point are interviews, if ever, are sufficient to determine who makes for the best candidate? Are too many interviews merely justification and peer reinforcement rather than actual significant gleaning of information? I don’t know, really. I have heard both sides of the issue. But then I am co-founder of a background checking service. We conduct employment screening,after the recruiter determines a viable candidate. I have never been a recruiter or a human resources manager. So I will leave the determination of the value of interviews up to the people who do it day in and day out.
However, I did find this article of interest. It was written by Kevin Wheeler and was posted on ERE.net. It is entitled, Why Interviews Are a Waste of Time. I found it entertaining and thought others will find it worth reading.
