In the relentless pursuit of top talent, the interview process has evolved into a gruelling gauntlet for both candidates and employers. A phenomenon known as interview fatigue has emerged, characterised by lengthy, repetitive, and inefficient hiring practices. This epidemic casts a long shadow over the recruitment landscape, impacting employer branding, candidate experience, and overall organisational productivity.
“Candidates find themselves trapped in a seemingly endless cycle of interviews, each round a monotonous echo of the previous,” laments Rajeev Singh, G-CHRO, Epic Group. The uncertainty surrounding the process, coupled with the repetitive nature of questions, erodes candidate morale and diminishes enthusiasm. This negative experience can lead to candidates withdrawing from the process, accepting other offers, or joining the company with a pre-conceived negative perception.
Employers, too, are caught in this vicious cycle. Overburdened hiring managers struggle to maintain focus and objectivity during back-to-back interviews. “The resulting rushed decisions and compromised candidate evaluations can lead to costly hiring mistakes,” warns Sujiv Nair, CHRO, Re-sustainability. Moreover, the negative candidate experience can damage the employer’s reputation, making it increasingly difficult to attract top talent in the future.
To combat interview fatigue, a multifaceted approach is essential. “Clear communication is paramount,” advises Nair. Candidates should be informed about the interview process upfront, including the number of rounds, interviewers, and expected timeline. This transparency fosters trust and reduces anxiety. Implementing a structured interview framework with pre-defined questions and assessment criteria ensures consistency and fairness. Allocating dedicated time slots for interviews demonstrates respect for candidates’ time and allows hiring managers to fully engage in each conversation.
“Candidates find themselves trapped in a seemingly endless cycle of interviews, each round a monotonous echo of the previous.”
Rajeev Singh, G-CHRO, Epic Group
Technology can be a powerful ally in the fight against interview fatigue. Applicant tracking systems (ATS) can streamline the initial screening process, while video interviews can reduce the need for in-person meetings. Automated feedback systems keep candidates informed and provide valuable data for process improvement. Platforms offering semantic search – which understands the meaning of the query, not just the words – multiple-choice questions (MCQs) for basic queries, and primary screening by bots can enhance productivity during the screening stage, allowing focused one-on-one interviews. However, technology alone is not sufficient. The human element remains critical.
Training hiring managers in competency-based interviewing techniques is essential. This approach focuses on eliciting specific examples of skills and behaviours, providing deeper insights into candidates’ qualifications. By shifting the focus from generic questions to behaviour-based inquiries, interviewers can gain a more accurate assessment of a candidate’s potential. This approach reduces redundancy and fatigue associated with generic interview questions.
“The resulting rushed decisions and compromised candidate evaluations can lead to costly hiring mistakes.”
Sujiv Nair, CHRO, Re-sustainability
Moreover, organisations should prioritise the candidate experience throughout the recruitment process. This includes timely communication, respectful interactions, and a focus on building relationships. “By creating a positive candidate experience, companies can enhance their employer brand and increase the likelihood of attracting and retaining top talent,” concludes Singh.
Beyond the immediate benefits of improving candidate satisfaction and reducing turnover, addressing interview fatigue aligns with broader organisational goals. A positive candidate experience can contribute to a stronger employer brand, attracting top talent and fostering a more engaged workforce. Moreover, efficient hiring processes can lead to cost savings and increased productivity.
To truly overcome interview fatigue, a cultural shift within organisations is necessary. It requires a commitment to candidate-centric practices, continuous process improvement, and a willingness to invest in training and technology. By prioritising a positive candidate experience and optimising the interview process, companies can create a competitive advantage in the talent market.
The future of recruitment depends on a fundamental transformation. It’s time to rewrite the script on the interview process, transforming it from a dreaded ordeal into a mutually beneficial experience for both candidates and employers.
