Are Interview Processes Getting Too Long? Why It’s Happening – and Why It Might Be Costing You Great Talent
At Talent Search, we speak with creative and marketing professionals every day who are navigating the job market with optimism, curiosity – and sometimes, a bit of frustration. One issue that keeps cropping up? The length of interview processes.
There’s no denying that hiring the right person is a big decision. It takes thought, planning, and collaboration across internal teams. But in recent months, we’ve seen interview processes stretching out far longer than they used to – sometimes with four, five, even six stages involved. So, what’s going on?
Why Are Interviews Getting Longer?
Hiring managers and internal teams are under pressure to get it right. With tighter budgets, evolving hybrid work cultures, and a push for more strategic hires, there’s a natural tendency to be more cautious. We’re seeing more stakeholders involved in sign-off decisions, added assessments to test cultural fit, and extra rounds to explore every angle of a candidate’s background and capabilities.
In theory, this makes sense. No one wants to make a rushed hire that doesn’t work out.
But in practice? It might be doing more harm than good.
Great Candidates Won’t Wait Forever
The market is competitive – especially in the creative and marketing industries, where talented candidates are in demand and often have multiple offers on the table. Drawn-out interview processes are turning people off, and in some cases, they’re accepting other roles before a final-stage interview even happens.
We hear it all the time:
"I was really excited about this opportunity, but after five rounds of interviews and no clear timeline, I lost confidence."
"Another company moved quicker and showed more enthusiasm. I felt like they really wanted me on board."
It's a shame when great matches fall through because the process took too long.
So, What’s the Solution?
We’re not suggesting you should rush decisions or lower your standards – not at all. But there is a happy medium.
Here are a few tips to strike the right balance:
Be clear from the start: Let candidates know how many stages to expect and roughly how long the process will take.
Avoid unnecessary duplication: If three people are asking the same questions in different interviews, it may be time to streamline.
Show enthusiasm: Talented professionals want to feel valued. Quick feedback, prompt scheduling, and open communication go a long way.
Trust your instincts: If someone ticks the key boxes, feels like a great cultural fit, and comes with glowing references – do you need a sixth meeting?
We’re Here to Help
At Talent Search, we’re passionate about matching brilliant people with the right opportunities – and that includes helping companies run smart, effective, and engaging hiring processes.
If you’re looking to refine your interview approach or are struggling to convert strong candidates, we’d love to chat. And if you’re a job seeker feeling worn down by endless interview rounds, know that the right fit is out there – and we’ll help you find it.
Let’s keep things simple, smart, and human.
Looking for your next role or planning your next hire? Visit us at www.talentsearch.careers – we’ve got you covered.
