Dear recruiters, how many candidates do you interview before hiring the right one? While you’re busy interviewing one after the other, in the hopes that you’d only keep finding better if you keep looking better, there’s a phenomenon called interview fatigue that starts taking shape in the candidates, often robbing you of your chance of finding great hires for your employer.
According to Jess Delahunt, a Dublin-based Talent Acquisition Specialist, interview fatigue doesn’t have a direct relation to the number of interviews or the time duration for each, rather a harsh mismatch between expectation and reality.
He also points that while recruiters need to find the right fit, they either stretch the process or fail to act decisively. Either way, they have a direct impact on triggering interview fatigue.
While interview fatigue is real, it also comes with some unwanted, long-lasting psychological effects on the candidate. And both the sides of the hiring process need to take cognizance of the harmful impacts.
So, did you think rejection happens only on the recruiters’ part? Well, no! Recruiters are often the first point of contact for a company. It’s crucial that they send out a positive first impression. When candidates find you fatigued, they might cut short the interview process or refuse to join altogether. This might be a loss to the company’s valuable resource bank.
As recruiters, you want the right fit for your company. For this, you might have to interview several candidates. At times, you might be bulk-hiring for several positions. Whatever might be the case, you might think of limiting the number of interviews or having most of them during the first half of your schedule.
Because once interview fatigue sets in, the candidates scheduled for the second half might not have a fair interview experience. It might also influence you into taking poor candidate decisions.
This factor applies to both interviewers and interviewees. For the interviewer, too many rounds of interviews for too many candidates can cause severe draining of energy.
This might give rise to the desire for quickly wrapping up the process and extending a job offer simply out of tiredness. Interview fatigue might set the bar low for these recruiters making them take a poor or hasty decision.
As for the interviews who apply with high expectations, if they face multiple rounds, extended timelines, no clarity of the interview process, subsequently tend to lose interest and start developing lowered expectations. And not just for the current, this negative effect might follow every other job interview they apply for.
Dealing with interview fatigue can be tough. When you’re experiencing burnout, it’s difficult to be at your productive best. You lose your focus and memory power, thereby increasing the chance for more mistakes in your work and in the interviews. Even candidates tend to lose sight of important interview details and may not perform their best.
When you first read the headline, it immediately strikes ‘dissatisfaction’ on the candidate’s part. However, interview fatigue also leads to a high rate of job dissatisfaction among recruiters as well. Enthusiastic talent acquisition professionals find themselves running low on energy and struggle to find that passion after monotonous rounds of interviews.
Interviews are an inevitable part of our professional lives. And, the phenomenon of interview fatigue shouldn’t become an obstacle in landing our dream job!
You’re the boss when it comes to aligning your interviews. So, plan it depending on your mental grit. If you’re the one who can finish up one interview in a week and then take the weekend off, then go for it.
If you can handle back-to-back interviews, then go for it too. Always remember to choose whatever helps you the best, and never make a decision based on peer pressure.
The hiring process is lengthy and complex at times. With so many people applying for a particular role, it’s difficult to wrap everything up quickly. Rejections are a part of the process too.
While you have no say in the results, you can instead focus on preparation and simply showing up. That makes you a true professional and a Buddha-level patient.
Instead of being snowballed by rejections, try to keep your focus on what’s important. Keep updating your LinkedIn profile and resume by demonstrating your skills. Keep reaching out to your friends and colleagues and inquire about possible opportunities. Build networking with people in your domain.
Most candidates tend to take the easy way out by just applying to dozens of places. You might want to take out some time and carefully cross out those that are way beyond your strengths. Instead of blindly applying everywhere, try directly emailing the recruiters.
You can also try to shortlist the companies you want to work for and then try finding out people who can help you on the inside. This method speeds up the process substantially as someone from the company recommends your name and helps you stand out in dozens of applications.
As a recruiter, having subject matter experts can help you accurately measure the skills of the candidate. If you’re exhausted, then you have two more people to gauge the candidate and provide fair feedback.
When you sit down to check the applications, always screen your candidates. It’s a good idea to reject candidates during the resume-selection process than interviewing everyone and finding out that the ones you suspected turned out subpar anyway.
By narrowing your choices for an interview, you ensure you have the suitable ones and save valuable time and energy.
After two or three rounds of multiple interviews, you might feel that the right company or the right candidate doesn’t exist. But that’s not true. There is the right recruiter looking for the exact skills that you have.
There is a right candidate, driven and determined to perform. Don’t let interview fatigue settle for something lesser.
Interviews are a part and parcel of our career. While job hunting is important to land the right role, never forget to be kind to yourself in the process. Instead of settling for ‘Am I enough’, try ‘I’m doing enough. The right job is out there. The right candidate is out there. You simply need to develop a positive outlook, and not let the fatigue sink in.
Interview fatigue is real but it’s easy to overcome them. And the answer is through pre-recorded video interviews.
Also known as one-way, asynchronous, or on-demand interviews, pre-recorded video interviews enable you to beat the extreme exhaustion that arises from long days of interviewing.
With pre-recorded interviews, both candidates and hiring managers have full flexibility because interviewers don’t have the need to meet candidates face-to-face in real-time. This means zero-scheduling conflicts or any time-zone complications.
Remote working and hiring is a challenge in itself. With candidates being particular about their jobs and target companies, recruitment teams scan and analyse copious numbers of resumes each day to find the perfect fit for the role and company.
In such situations, leveraging technologically advanced on-demand video interview software enters as a help and streamlines data with requirements.
Besides, it reduces biasness, extends diversity and focuses on enhanced engagement between the recruiter and the candidate. On-demand video interview software is an all in one cognitive solution for better hiring results.
Say goodbye to live video calls or checking your camera angle, lighting, eye-contact, or what you are wearing. There’s no more forced smiling, small talks, or taking short breaks between your interviews to help you refocus.
Just upload all your interview questions into our software once and you are all set to screen candidates in no time. All a candidate has to do is record his or her answers and send them back to you to make a decision if he or she is the right match for the company.
Intromagic’s recruitment tool paves a new approach to hiring candidates and helps minimize unwanted bias. The enhanced collaboration with the implementation of pre-recorded video interviews presents a clearview of potential candidates—and makes you feel less tired and reenergized with your work.