Harsh treatment and unnecessary stress caused by the interview process is experienced by almost every American during their time in the workforce. Though job candidates are excited to apply for jobs, once they are finally notified of an upcoming interview, they each almost universally undergo a wave of stress and painful memories that causes them to dreadfully anticipate the drawn out pain of the interview process. Is your company torturing your job candidates? Here’s three major pain points that are easily eradicated through interview etiquette and digital interviewing: Too Many Interviews The Issue: Every job applicant understands the importance of interviews… up to a point. When more than three or four interviews are required, returns can diminish dramatically for both the candidate and the firm. Little additional value occurs to the firm, while candidates suffer. Excessive interviews increase the chances that a candidate’s spirit, ego, and feeling of self-worth will unnecessarily be damaged. Additionally, if a candidate is currently working or if they live in another city, going to multiple separate interviews likely will force him or her to lie in order to get away. Leaving work often means losing wages and possibly hurting their career – which is a lot to ask someone who has no guarantee of commitment from you. How to fix it: Make sure that each interview has a specific goal – for example, the first interview might be to check a candidate’s credentials, the second might ensure that he or she meets the company culture, and so on. Don’t just arbitrarily choose the number of interviews you’ll put candidates through – make sure that what you’re doing gets the most out of both your time and your interviewer’s. Implementing a digital interviewing platform can eliminate this issue, as interviews can be taken on demand and at the convenience of the working professional searching for a career change while currently employed. Question Repetition The Issue: Over multiple interviews, repeatedly being asked the same question is confusing and frustrating for candidates, and can give them the impression that a firm’s management is disorganized, uncoordinated and disjoined – which may cause candidates to drop out of the recruiting process prematurely. Additionally, repeatedly asking the same question can make a candidate feel like they answered the question incorrectly the first time, and could cause the candidate to change their answer, which in turn could make a hiring decision less accurate. How to fix it: Make sure each of your interviews have a planned and structured script. Assign specific questions to the different interviewers based on their expertise, and keep track of questions asked. Digital interviewing software can track which questions were actually asked, eliminating the need for reputation. Unnecessary Uncertainty The Issue: The amount of uncertainty that the candidate must endure is painful – candidates are unnecessarily kept in the dark about the interview process and what is expected from them during it. Failing to provide upfront information or timely feedback about progress may cause some candidates to prematurely drop out of the process altogether. How to fix it: In the first interview or even before, let the candidate know what the steps in the process are, how long each will take, the skills you’re looking for, which individuals will be doing the interviewing (and their role), and who will make the final hiring decision. In a branded digital interviewing video, hiring managers can explain the process clearly every step of the way while emphasizing their brand image to candidates, leaving a positive impression even if they don’t land the job. Putting the candidate experience first by creating a positive interviewing experience can go a long way in building a team with top talent while also branding your company as a great place to work that considers the needs of their team before even coming on board. Taking these steps to eliminate the “death by interview” syndrome will go a long way to building a strong company foundation. What are your pet peeves about the interviewing process? Should a company implement processes to make the experience better for candidates? What would you suggest?