Why do some companies have to conduct multiple interviews?

Abstract: In the process of job hunting, many people often encounter multiple rounds of interviews for a position, and even some small partners have even experienced five or more rounds of interviews. Is it really necessary for enterprises to conduct so many rounds of interviews? What is the ability of the candidates in each round of interviews? Is it suitable for every enterprise to adopt multiple rounds of interviews? These are all the places we need to find out.

? I remember that in the previous issue, we were asked to write about the topic of multiple rounds of interviews. Today, I want to continue to talk with you about this topic, especially in today's serious epidemic situation, enterprises need to choose talents carefully.

? Many large enterprises will use multiple rounds of interviews when recruiting, but now they are learned by many small and medium-sized enterprises. Without understanding the intention of multiple rounds of interviews, they use them at will, causing many jokes and a lot of spit.

? At present, there is basically no company that decides to hire a job interview after only one round of interviews. At least two rounds are needed. Normally, there are three or four rounds of interviews, and there may even be as many as seven or eight rounds. For example, when I first moved to Nanjing to work, I was interviewed for five rounds. Normally, the higher the level, the more interviews there will be. The bigger the company, the longer the interview process. Interviewers of large companies who participate in the first round of interviews usually have no decision-making power. They can only check job seekers in certain fields, and they need higher-level leaders to check and make decisions. The more interviews, the more comprehensive the investigation of candidates, which can relatively reduce the wasted personnel management costs.

? Then at this time, many of us can't help but ask, is it really necessary to have so many rounds of interviews? What is the ability of the candidates in each round of interviews?

? In fact, no matter what kind of problems we face, in essence, no matter how the interview format changes or how different the interview questions are, they are actually looking for the suitability of candidates and positions, because many rounds of interviews will involve different people, and people of different positions and levels will be affected by the characteristics of positions and personal opinions, and there will be an information gap. Therefore, the views of candidates are different and candidates will be examined in different dimensions. Of course, in practice, many enterprises will try their best to arrange several rounds of interviews on the same day, so that candidates can make fewer trips and avoid repeated trips.

? According to a survey of a recruitment agency, 2% of job seekers fell to the first side, 23% fell to the second side, and 25% fell to the last side, but 4% of job seekers did not fail in the interview. Let's read this data first. The number of people who fall on one side/two sides/the last side is increasing gradually, but there is not much difference. 4% users say that they have never failed in interviews, and it is probably just that there are too few interviews.

? The most normal situation is that the company's recruitment process is complicated, with one side completed by HR (and some enterprises' HR face is in the last round), two sides completed by the supervisor, and three or more interviews completed by higher-level leaders, while the time of the supervisor and higher-level leaders is uncertain, and there may be no time on the day. After the HR interview, if it feels more suitable, we will make an appointment with the candidate for the next interview. On the other hand, you have obtained the initial approval of the interviewers through the previous rounds of interviews. When all the candidates for this position have passed the previous rounds of interviews, you will have to compete with the remaining candidates for another round. Although there are fewer people left at this time, their abilities are similar, so the future interviews will be more difficult.

? On the surface, multiple rounds of interviews require the company to spend more time and energy, and the recruitment cost will also increase. For job-seeking candidates, it will be even more tiring, especially for the last batch of candidates who are angry and don't know where to take it out on. Then why do many companies still like this way? The long interview process gives the candidate a very poor experience. What is the idea of the company? Let's take a look at it separately.

? For the first round of interview, we mainly examine some hard indicators, including your professionalism, team matching, and whether your ability can touch the "pain point" of the enterprise. This round of interviews is generally conducted by HR for the main interview screening, or by HR and representatives of the employing department. At this time, you need to show your attitude towards job hunting and the clarity of your self-positioning. Only when you are clear enough about your position can you show your matching degree with the enterprise and the position during the interview. For example, in the interview of programmers, the first interview will ask some basic knowledge, such as what is the difference between ArrayList and HashMap? How does hashMap resolve Hash conflicts? How many kinds of hash conflicts can be solved? Another example is the characteristics of red and black trees? TreeSet, can you say something? Application scenario? For example, what are the LaJi recycling algorithms you know? What is the difference between reference counting and reachability analysis? Wait a minute.

? For the second interview and the final interview, most of them are high-level interviewers. They assess soft indicators, such as emotional intelligence, stability and personality, and negotiate to finalize some substantive contents. In the second interview, more professional contents will be involved, such as the interview of programmers. On the other hand, they basically ask some knowledge about partial framework and middleware, and dig deep into the project, such as the principles of Spring IoC AOP and AOP. Where is the project used? MyBatis？ How does the Dao interface work? Talk about Redis in your cognition? RDB、AOF？ How to use Redis in the project, talking about realizing an asynchronous event processing framework, and so on. These are the process of digging deep into the project.

? We also take programmers as an example. By the third interview, the intensity will be obviously improved, mainly involving multithreading, JVM and distributed architecture, such as the understanding of Java memory model and its application in concurrency. OOM error, stackoverflow error, permgen space error; The difference between g1 and cms, the choice of LaJi collector with throughput priority and response priority; How to make a distributed lock; Wait a minute.

? Then in the fourth round of interview, the candidate's loopholes will be put forward according to the above-mentioned items, and then the candidate will be solved. The interviewer will also set the scene himself and let the candidate give a solution.

? Therefore, every round of interview has a certain purpose and inspection point, and it is not a chat with candidates. However, we need to note that this is determined according to the scale and real needs of the enterprise, not that all enterprises need to conduct interviews in multiple rounds. Because the information between different levels is relatively transparent, small companies need fewer rounds, usually two rounds, one round of HR, one round of business executives or enterprise leaders, and small companies generally do not have a very strict personnel management system, so there is little need for many interview rounds. The bigger the company, the longer the interview process may be. The interviewers who participate in the first round of interviews in large companies often have no decision-making power. They can only examine the candidates in certain fields, and later they need higher-level leaders to make decisions. The more interview rounds, the more comprehensive the investigation of candidates will be, and the waste of personnel management costs will be relatively reduced for enterprises. For example, the above example is the process of applying for programmers in large companies, but small companies will not. For the enterprise in today's topic case, obviously, this is just a small sales company with 4 people, and its scale is obviously not large, the enterprise level will not be too many, and the business process and architecture design will not be so complicated, so there is no need to hold so many rounds of interviews like a big company.

? Therefore, as for how many rounds of interviews are needed, the situation of each company is different, and we can't make a blanket conclusion about whether it is good or not. Of course, in today's era of fierce competition, enterprises are not recruiting people, but robbing people. Therefore, in actual operation, we must pay attention to compressing the rounds of interviews as much as possible, even if there are multiple rounds of interviews, we should try to arrange them on the same day, and make good use of interview methods such as STAR method and onion peeling method to improve interview efficiency.