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CreepySquirrel6 t1_jdxt7sl wrote

Reply to comment by Exatex in [OC] My partner’s 2 months job hunt as a Product Manager (UK, 4 years xp) by fryd_rice_all_rise

That sound’s expensive. I get it for a senior executive position maybe. But for front line staff the recruitment team should cull the cvs to a shortlist for you and then you interview the ones you like the look of.

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Exatex t1_je1d4sj wrote

yes sure, CV checks happens before anyways. Cutting corners in one of the big interviews and then missing something big is way more expensive than the hour for one or two people. If you hire the wrong person you can easily lose 2-3 months until you notice, let go, rehire. Plus cultural cost if people started liking the miss hire.

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CreepySquirrel6 t1_je4bzxf wrote

It depends on the type of role I suppose. I have always been fine with one interview, I have only done two where my VP wants to meet a super senior recruit before a big offer is made.

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Exatex t1_je4csax wrote

Yes, role and type of company. We had plenty of people who passed the screening call and first interview but not the second. If we would have found out the red flags later after employing them, that would have been very costly. But we also put lots of emphasis and effort on excellent people (and pay them well), for some specialized roles we sourced and contacted >1000 people until we hired them (a very good decision in hindsight). Especially for key roles, mediocre people can be devastating (I already know that reddit will disagree on that statement haha). If most of your applicants get the job, and you are fine with an ok person that just does the job decently well and quick or are limited by application numbers, thats totally fine.

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