Looking for a new job can be a stressful process. Most of us have been there. The endless applications, the heartbreaking rejections, and worse yet — the inevitable feeling of defeat when an employer doesn’t respond to your application at all. Sigh.

It happens repeatedly. And it’s completely draining to go through this, to say the least. Talk about a confidence-crusher!

What is potentially even worse than feeling unnoticed by a company after you carefully completed their job application and never heard from them, is being put through a ridiculous interview process.

I realize that employers have every right to vet potential candidates in whichever way they see fit. After all, it’s a free country. But the audacity of some employers has gotten completely out of control.

It’s a startling trend, and it doesn’t seem to be going away: employers have an inflated sense of ego when it comes to how much time and effort they should realistically expect potential employees to spend on their interview process.

I have a friend who is watching the insanity unfold right before his eyes at his company. For a little context, they are hiring 2 new people on his team for relatively low-paying positions that don't require specialized skills or training.

The interview process consists of 6 rounds of interviews with various leaders within the company.

I’ll say it again.

SIX. ROUNDS. OF. INTERVIEWS.

When I heard that, it was almost too outrageous to believe. 6 rounds of interviews to make $50k at an extremely mediocre company?

I was honestly offended for the people being put through that bullshit. And simultaneously, I wonder how the company can even justify itself for doing that in the first place.

First of all, I struggle to see how that lengthy process could possibly be an efficient use of the company’s time. If for no other reason, you’d think they would want to shorten the interview process as not to unnecessarily inconvenience themselves. Not only does it occupy the time of the people who are doing the interviewing, but it prolongs actually getting someone into the vacant role that is needing to be filled.

More importantly, from the candidates’ perspective, it’s an entirely unfair expectation to assume people want the job at your company that bad that they’re willing to dedicate that much time to the process.

It’s obnoxious, and quite frankly, a little bit rude. And I’m sure countless companies with unrealistic expectations have lost some great potential employees for that exact reason.

My opinion is that if a decision can’t be made about a candidate after 1, 2, or maybe 3 interview rounds in special circumstances, the process is broken. And it’s the company’s job to get it right; not the potential employees’ burden to endure an unnecessarily grueling interview process.

My simple question to companies that are dragging candidates out for 6 interviews is: if someone is a good fit, why put them through the wringer?

What exactly is being accomplished by that?

I find it difficult to believe that after a few interviews companies really don’t have a front runner in mind that would be the best for the job. If they do, there’s nothing to be gained from conducting subsequent interviews that are ultimately obsolete.

I’ll give an example. I work at a Fortune 500 and I was hired based on 1 phone interview. There was supposed to be a 2nd round interview in person, but the hiring manager knew he wanted me and he didn’t waste anyone else’s time by prolonging the inevitable.

He was efficient with the phone interview and respectful of my and the other candidates’ time. When he realized the process didn’t need to continue as originally planned, he canceled the subsequent interviews, and everyone went on with their life. He didn’t just “follow the process” blindly; he altered it to make the most sense for the circumstances.

That’s how it should be.

As a candidate, I know I am much more inclined to accept an offer from a company that was appreciative of my time and respectful throughout the interview process. Just because an employer technically has the “power” when they are searching for a new employee, it still needs to be a mutually beneficial relationship overall.

It goes both ways. And it seems like some employers have forgotten that part.