Interviewing for a position can be a long and frustrating process for a company, especially for roles that are vitally important for them. In such situations, the perfect candidate is looked for. Therefore, that often results in many rejections being handed out. A strict criteria has to be followed, and if a candidate falls short on any of the requirements, they are likely to be taken no further. That’s before personality and culture fit are even considered, highlighting the extent of the work that is needed to be successful. As a result, when they finally think they have found the perfect candidate that ticks all the boxes, it can be tempting to get them in as soon as possible. But they may have more candidates to interview first, potentially at later dates, thus delivering a dilemma.
Argument for carrying on with the interview process:
As mentioned, if a company comes across a candidate that looks ideal for their position, there is a temptation to hire them straight away, particularly if they have been looking to fill the role for some time. However, that is not fair on the other candidates scheduled to interview after them. It means they are not even given a chance to shine in their interview, and it may be a position they have a strong interest in. Cancelling interviews does not portray a company in a positive light, and those involved may speak badly of them to others they know who may apply with the company in the future. All in all, it’s simply not ethical practice for a company to behave in such a manner. Furthermore, by discounting other candidates yet to conduct their interviews, they may be missing out on someone who is even better suited to their role. Even if that doesn’t prove to be case, another candidate could be just as strong, which would then give a company a decision to make. By eliminating the chances of the other hopefuls, they are denying themselves of the luxury of potentially choosing from multiple suitable applicants. Putting all eggs in one basket is a risky move.
Argument against carrying on interviewing:
We have just identified how backing one candidate, to the extent that no other applications are even considered, is an almighty risk. On the other hand, it’s also dangerous to continue interviewing when a company believes they have come across the ideal fit. The reason for this is that the candidate may not be on the market for long. If they are as ideal as the company believes, it’s likely that they may have interest in them from other companies too. In which case, acting quickly and decisively could be the difference between recruiting the candidate and missing out. If the interview process is persisted with until the remaining candidates have been seen, there is a strong chance that they may move elsewhere in the meantime. Therefore, by making a swift offer to the candidate, a company is maximising their chances of making the hire.
Even though there is a very real possibility of losing out on a candidate by continuing with the interview process, it is something that should be done. When arranging an interview, the company should always go through with their commitment, and it will reflect badly on them if they don’t. As mentioned, everyone should be given the chance to stake their claim for a position, and a company may find an even better candidate by conducting the remaining scheduled meetings. Moreover, the candidate is not fully committed if they’re not prepared to wait a short while for a company, and they should be avoided in this case anyhow. By making an instant offer, a company looks desperate, an image not desirable for anyone. Therefore, despite it being a risk, a company should continue interviewing all other candidates, even if they think they’ve found the perfect fit!