Many business management gurus and decision makers believe that in order to hire top talent, companies should reduce the number of interviews they schedule with job seekers.
The rationale is straightforward — with so many companies vying for top talent, you have to concede that the most skilled workers are interviewing elsewhere as well. The longer you draw out the interview process, the more likely a very qualified candidate will be offered a job by another company.
Just tell that to Facebook.
Meet ChRiS Gomersall, who worked as a creative strategist for the social media juggernaut from 2012–2015. (It’s not a typo; he’s capitalized every other letter in his first name since he was a kid.) Prior to being extended an offer by Facebook, Gomersall endured a whopping 17 interviews, according to CNBC.
“I thought it’s because the position never existed before, but then I found out that everybody at Facebook really goes through the same thing,” Gomersall said.
While Facebook makes many of its prospective employees endure an arduous interview process, there’s a method to the madness. Gomersall says that despite the company’s intensely hands-on approach to interviewing, once a job offer is extended, Facebook more or less lets you work autonomously. The interview process is so long so that they can truly understand your talent potential — because once you’re hired, Facebook expects you to deliver great results without much supervision.
“Everything was based on performance and results, rather than hour-by-hour work,” he said.
Gomersall has since left Facebook to start Atomized, a service that helps marketing and advertising departments manage their content through visual calendars. He’s mimicked Facebook’s approach to the interview process at his new company.
While your company may not have the time or resources to go through 17 rounds of interviews with each prospective candidate, you can still learn from the premium Facebook places on top talent.
When you hire the best people for the job, your company becomes incredibly efficient and effective. Leaders don’t have to worry about micromanaging their team’s every move, freeing them to focus on higher level issues instead of day-to-day minutiae.
What’s more, top talent has a knack for thinking outside the box and coming up with great ideas. Not only can you rely on them to handle their job responsibilities masterfully, you will also benefit from their commitment to continuously improving operations, processes, and initiatives.
Because top talent is good at what they do, they inspire those around them to reach their full potential. Whenever they have free time, they are more than willing to lend their coworkers a helping hand if it’s needed. This supportiveness boosts productivity while strengthening camaraderie.
While you may be tempted to fill vacant spots as quickly as possible, there are long-term benefits to doing the extra due diligence to make sure you’re hiring the most talented person for each open position. To ensure that you don’t have to wait too long for the right candidate to come around, never step sourcing top talent. Always be recruiting. You never know when a truly remarkable worker will have their sights set on your organization.
- 100 Interview Questions to Screen for the Best Talent
- The Playbook for Developing High-Potential Employees