Why the Interview Process is Harder Than Ever—and What Both Candidates and Employers Can Do to Navigate It
This is coming from your favorite talent partner cheerleader with a side of tough love.
It’s time to call it out like it is.
The 2024 job interview process has felt longer, more complex, and more frustrating than ever before.
It feels downright exhausting out there at all levels.
Evolving expectations and the demand for a perfect "fit" have transformed how companies hire.
Both employers and candidates are finding the process increasingly time-consuming and stressful.
So, why has the interview process become so hard, and what can both sides do to navigate it better?
As a Top Agency Recruiter who has successfully navigated executive search for almost 2 decades on the client and candidate side, it's safe to say I have some credibility on this topic when it comes to exploring both perspectives of those looking to hire (aka the employer) and those looking to get hired (aka the employee).
Here is my take on the process sharing actionable tips for each side to consider on ways to improve and keep the momentum moving in any search.
Whether you are a business owner, global CEO, Hiring Manager, or a career professional, this is for you!
Why the Interview Process is More Challenging These Days
The competition is heavy.
The sheer volume of candidates makes it difficult for employers to filter and assess potential hires quickly.
As we have all seen from looking at a LinkedIn job post with hundreds of applications adds an extra level of anxiety for some professionals questioning whether they should apply for that job or not. Will their resume even be seen?
On the client side, it can take up valuable time for applicant vetting via traditional or through the ATS, while often filtering through professionals applying to these jobs heavy at times of those whose backgrounds are not the right fit (more to come on that).
There are many more layers of interviews.
Think of the interview process like a blooming onion from Outback Steakhouse (IYKYK)….
Hiring has become more collaborative with many layers and levels to navigate.
Instead of a simple manager interview, candidates often go through multiple stages, meeting with team members, senior leaders, and HR professionals. This adds time and complexity to the process.
Not to mention on the candidate side, many roles now require you to complete some type of case study or content submission to understand your way of thinking and brand fit alignment before you even get to the end of the interview process.
A relentless search for the "Perfect Fit" AKA The Unicorn candidate search.
Companies are looking for candidates who fit not only in terms of skills but also in cultural alignment with their team, values, and mission, leading to drawn-out interview cycles depending on how many decision-makers are involved and the varying chemistry opinions.
Economic uncertainty.
Raise your hand if you have ever been in a search process that has been put on hold or has had to “go in a different direction”.
It is frustrating on the company and candidate side (I feel that) but as the world ebbs and flows with navigating economic uncertainty, this may slow down hiring processes leading to hiring authorities being more cautious about extending offers and taking time to evaluate budgets and the necessity of new roles.
It is a part of the process we cannot control.
Sub-par technological hiring tools.
While ATS (Applicant Tracking Systems) and AI-powered hiring tools have improved efficiency in some areas, they have also added another layer of complexity.
Many qualified candidates may not even make it past the system’s filters which leads to many talented individuals missing out on amazing opportunities. If you do not make sense for a job based on your skills and experience, save yourself and the system some time and energy and hold off on applying!
📣Tips for Candidates to Navigate the Interview Process
For candidates, it’s all about persistence, preparation, and finding the right balance between standing out and fitting in.
Tailor Your Resume and Application (but do not go crazy with having 5 different resumes): Given the use of AI in screening applications, make sure your resume is optimized for keywords relevant to the job description, using clear, specific language that aligns with the company’s needs and requirements.
Be sure to have a good cover letter “pitch” on why your background is the most aligned to be the hiring solution for the role you are applying to. List at least 5 bullets based on the job description that fit your experience and provide examples.
Prepare for Multiple Rounds: Expect a multi-step process and be prepared to maintain your enthusiasm throughout. Build rapport with each interviewer and be ready to demonstrate not just your skills but how you align with the company’s culture and values but be mindful that there may be a work project or case study so stay open to whatever comes into the process.
Especially if you REALLY want the job.
Follow Up Thoughtfully: After interviews, send a personalized follow-up note to each person you spoke with. A brief but meaningful message can keep you top of mind and show your continued interest.
Thank You notes are a MUST and a great way to leave a lasting impression and bring something in from the interview that has resonated with you and link it back to the relevance you have for the position.
Ask About the Process Early: Don’t hesitate to inquire about the interview timeline and next steps early on. Knowing how many rounds to expect will help you prepare mentally and manage your expectations.
It is OK to ask about the next steps and what the timeline is.
This will give you clarity on when you should expect communication and how soon you would need to map out a potential resignation timeline.
Stay Resilient: The extended process can be draining, but it’s important to stay positive and patient.
Keep applying to roles THAT MAKE SENSE and refine your approach based on feedback from previous interviews.
Rage applying to every job only leads to more frustration.
📈Tips for Employers to Improve and Expedite the Interview Process
Streamline the Number of Interview Rounds: While it’s crucial to ensure a good fit, an excessive number of interviews can deter top talent.
Consider limiting the process to three or four rounds with key decision-makers rather than involving too many layers.
Improve Communication: Candidates are often left in the dark during long hiring processes. Keep them informed with regular updates on where they stand.
This helps maintain interest and fosters a positive candidate experience, even if the decision takes longer.
Use Technology Wisely: While AI and ATS tools can help filter applications, ensure they are calibrated to avoid rejecting highly qualified candidates.
Automating interview scheduling can also save time for both parties.
Clearly Define Job Requirements: Often, long delays come from uncertainty or shifting priorities within the company.
Ensure that hiring managers and HR teams have clear, aligned expectations for the role, which can prevent unnecessary back-and-forth during the interview process.
Create a Sense of Urgency: Treat the hiring process with the same urgency as other business operations.
Set clear deadlines for internal reviews and decisions, and ensure all stakeholders adhere to these timelines.
🌉How can we better bridge the gap between employers and candidates?
The hard truth is that both candidates and employers need to adjust to the new realities of the hiring process.
Candidates, please don’t tell me “I am open to everything” because the truth is, no you are not. Make a list of what you want to maintain in your career and what you want to let go of and approach each opportunity strategically, staying resilient and adaptable.
Employers, on the other hand, must streamline their processes and prioritize open, transparent communication to allow internal stakeholders to get on the same page.
By focusing on efficiency, clarity, and the human element of hiring, companies can secure the best talent while avoiding burnout on both sides.
It’s time to put the human back into the recruiting process and align top talent with companies creating amazing experiences throughout the interview engagement, to offer and onboarding!
Should you need more support with your hiring process or navigating your next move BOOK A CALL and let’s chat about your goals. 📞📅
For even MORE career pivot content, listen to my PIVOT WITH PURPOSE PODCAST EPISODE with Matt Marcotte all about Retail Leadership and Unlocking Human Potential. 🎧
Access all episodes here: https://www.meghanhoule.com/pivot-with-purpose-podcast
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