Michael M
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This is similar to many companies. In my experience, multiple interviews provide a more complete snapshot of a potential employee in the following ways:
First, different personnel have different areas of expertise. Often the candidate will spend the bulk of his or her time with different people in each interview. Human Resources will have one set of concerns and questions. Often HR serves as a gatekeeper to pre-evaluate candidates and make sure that they have the most basic qualifications for the position in question. The department director or VP will have big picture concerns - does the candidate have a company-compatible vision, the right set of qualifications for the job, a good attitude, etc. A direct manager or supervisor will be concerned with yet more specific areas - ability to work in a team, specific skill subsets, personality, day to day MO, etc.
Second, multiple interviews show consistency. If a candidate comes in multiple times and is well-dressed one time, but disheveled another time, or hyped-up one time and depressed another time, it can give important feedback. But if the candidate is always neat, on time, awake, and upbeat, it gives a different picture.
Third, often the interview process is either so long or so rigorous that it would exhaust both candidates and interviewers if they had to go through the entire interview in one sitting.
Fourth, if there are a lot of candidates, it can be difficult to decide between them. Multiple interviews mean more contact with each candidate, providing a more complete picture on which to base a hiring decision.
I'm sure there are other reasons. Sometimes it's just company policy that every candidate go through a minimum number of interviews. Some companies have four interviews. Others, six. It really varies. |
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