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Too long. It just takes too long. The Interview Process is too long.

In a non-profit setting, it's absolutely crucial to engage constituents and stakeholders to share in the experience of hiring, both to mitigate and challenge biases and to engage them in aligning to vision and values. But where's the line?


Let's bottom line it. Interviewing should not take forever. Really, it shouldn't.


What does a long hiring process mean?

Here are just a few reasons that your hiring process might be taking forever.

  1. The organization engaged in hiring is not clear about their process.

  2. They're indecisive about the candidates they're seeing.

  3. They've written a poor job posting that doesn't explain the position well.

  4. They haven't created a set of criteria to evaluate candidates equitably (which leads back to #2).

  5. They're disorganized.

  6. They don't know who is in charge. This could be that no one is in charge, or that everyone is in charge.

  7. They have FOMO (fear of missing out) on the best candidate or "the right fit."

  8. They don't have anyone serving in an HR function, or they have someone in that position who has no power.

  9. Where there's an HR staff person or team, they don't see their role as cultivating talent. Where there's also a talent team, there may be a conflict with HR.

  10. They bought into all kinds of bells and whistles with a new platform that they can't seem to use (electronic resume submissions, video interviewing, etc.).

  11. They don't know how to give bad news.

  12. They don't realize that they might lose out on excellent candidates.

  13. They can't review any tasks being done by candidates in a timely fashion.

  14. They know it takes time (typically 7-10 weeks) but think only then it happens to other people.

  15. They got burned last time.



Check out this sweet little take on the interview process, and how it might end....thanks to comedian Mike Pena.



Recall that we--and many others--recommend asking for the timeline for the hiring process (see our earlier blogposts). This is a helpful reminder to the person you're speaking with (hiring manager, board representative, HR staff person) that you're serious, thoughtful and organized. It is also an opportunity to find out exactly what they plan...so you can understand their process, and succeed.



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