| For your first paragraph, that’s just a risk of hiring employees that has nothing to do with the interview process. You can possibly surface some of that during behavioral interviews. If you as a manager can’t detect your employees coasting that’s a you problem. Understanding how to motivate your current employees is not in the scope of the interview process. For your second paragraph, we can use a cynical attitude calling this “jumping through a hoop like a circus clown” but do you really want to hire someone with such a cynical view of the minor inconvenience of interviewing? A lot of candidates are very accepting of the fact that interviews will take some work to complete and don’t take a cynical attitude to it. I don’t have any interest in hiring someone who thinks 2-3 hours of time for a short list candidate interview after the screening process is unreasonable. If you have made it to my 2-3 hour interview process, you are only competing against 2-3 people for the job. This isn’t some kind of unreasonable waste of time, I’m offering salaries multiple times the median salary, sign-on bonus, equity, generous PTO and free healthcare plan, etc. Having a chance to get all that is definitely worth 3 hours of interviews. I don’t really need to hire the person who has $10 million in their bank account and refuses to lift a finger to get a job. That person can enjoy their life and do something else. |