How Many Candidates Should You Interview for a Job Before Hiring?

Rebecca Mazin
Mon, 12 Feb 2024 19:54:37 +0000

The easy answer to the question of how many candidates you should interview is one: the right one. But the first candidate you see is not always perfect and many hiring managers are reluctant to make a decision after meeting only one person. While there is no definitive number for candidate selection, there are steps you can take to find a formula that works for you and your company.

Start with a telephone interview

Save time and effort by starting the interview process with a telephone interview. Zoom or another form of video conference is increasingly used for early-stage contact. I would still start with the phone. Any technology used for video interviewing can be inconsistent between an interviewer and interviewee. If the first impression with audio only is good and video is the next step, then a system glitch is not the overriding impression.

Use a list of structured questions for the first phone contact, this is not a freewheeling chat. This is the time to confirm information on the resume and cover some basics. Inquiries about salary expectations should be part of the list. Ask the candidate, "What are you earning now and what are your salary expectations for a new position?" You may give, and hear a range which still be helpful. The information will save time if your job opening is only slated to pay $85,000 and the candidate is already earning $140,000. A few telephone interviews can also serve as an informal salary survey if all of the candidates you speak to look like a match on paper but are seeking earnings that are significantly higher than your budget.

Take a breath during the hiring process

When a hiring need is pressing and someone sounds just OK over the phone, it can be tempting to bring them in to get the ball rolling. I find that it is better to take a breath and wait for even the first telephone interviews until you have more than a few resumes at hand. It will help you better rank candidates in order of preference. Managers and company owners frequently ask me, "How long will it take to hire someone for this spot?" I am loathe to commit to a specific due date for this process. I respond, "Hiring someone is easy; hiring the right person can take some time."

Manage the process with recruiters

A talented recruiter or search firm should be able to narrow down the field for you. The best search professionals don't throw candidates your way to see which ones stick, they identify preferences and style and seek to find a true match. Never accept a candidate whom the recruiter has not met, preferably in person. If the search firm does not state this as part of their practice, ask, and don't hesitate to make your preferences known.

Keep in touch with the recruiter to monitor progress and ensure that your search is top of mind and heading in the right direction. When progress is slow you may discuss tweaks in responsibilities, required experience, or compensation. A particularly tough-to-fill spot may necessitate some creative thinking with a flexible work week or remote work arrangement.

Narrowing down candidates to the top three

When I am helping an employer fill a role, I strive to present three strong candidates. In some instances, I recommend only two with a backup who is not in the top tier. This third candidate typically ranks lower due to one key factor such as a specific skill, salary requirement, or the need for relocation. Three candidates provide a good comparison and a mix to help identify the most suitable work style. But I won't throw in a ringer just to pad the list. If there is only one truly viable candidate and the others are distant comparisons, I will have the employer interview the one. They can then make a decision about whether to pursue others.

The next time you have a job opening, or if you are filling one now, think about the steps you can take to get to your own top three.