To make sure you get the right candidate the first time, conduct this number of interviews, expert advises
Key Points:
Finding the right fit: ideal interview count for employers, according to an expert
One of the most effective ways to avoid costly hiring mistakes is to conduct thorough background checks alongside multiple interviews
Any less than three interviews may not give employers enough time to get to know a candidate and any more than three interviews can become tiring for both candidates and employers
Finding the right candidate is one of the most tedious steps in building a successful business, but it is so important to get it right. The perfect hire can drive a team forward, while the wrong choice can result in wasted time and resources.
Still, a lot of employers rely on a single interview to make their decision, which can lead to missed red flags or unrecognized potential.
“To ensure a thorough evaluation, I recommend a structured, three-interview process—one that allows a comprehensive understanding of a candidate's skills, personality, and fit for the team,” says David Garcia, co-founder and CEO of ScoutLogic, a firm that partners with HR teams to perform large-scale background checks. “Each layer of the process allows employers to look deeper into who they might be welcoming into their business, minimizing the risk of a bad hire."
The Three-Interview Process: A Step-by-Step Guide
The First Interview: Initial Introduction to the Candidate
The first interview serves as a general introduction between the employer and the candidate. It's an opportunity to go over the basics—discussing the role, the company's goals, and getting a sense of the candidate's qualifications, experience, and communication style. This stage helps both parties determine if they mesh well right off the bat.
“An initial interview is about laying the groundwork,” explains Garcia. “It provides a chance to see if the candidate meets the baseline requirements, but it also offers the perfect setting to gauge their enthusiasm and see if their values align with your company.”
The Second Interview: Team Involvement and Role-Specific Scenarios
The second interview should involve another member of the team, who can offer a fresh perspective and more targeted questions.
This round is a deeper exploration of the candidate’s capabilities and how they would handle scenarios specific to the role they’re applying for. It allows the employer to test the interviewee’s problem-solving skills, while giving them a chance to interact with potential future colleagues.
“Bringing a second interviewer into the process allows for a more hands-on assessment," says Garcia. “This step highlights how well the candidate collaborates with others, thinks on their feet, and handles challenges relevant to the position.”
Third Interview: In-Depth Evaluation and Trial Task
The final interview is about digging even deeper than just the job position. This could include a trial task or a practical demonstration of skills, allowing you to see the candidate in action. It’s also a chance to assess how they would fit into the existing team dynamics and get a sense of their long-term potential within the company.
Garcia advises that it’s between the second and third interviews that you should request a background check before moving forward with any candidate.
“This third stage is when you will really start to see the candidate as a potential team member and can be an all-day exercise if the candidate is willing,” notes Garcia. “It moves beyond conversation to real-world application and provides the most insight into how the candidate will perform in the role if they’re accepted.”
David Garcia, co-founder and CEO of ScoutLogic, comments:
“Conducting three interviews strikes the right balance between thoroughness and efficiency. This number offers enough time to evaluate skills, fit, and culture without dragging out the process. By investing time upfront, companies can avoid the costs and setbacks associated with turnover, making sure they find the right person from the start.”
“Hiring the right candidate is about more than simply filling a vacancy—it's about making a strategic decision that supports a company’s growth and culture. A three-step interview process, paired with background checks, allows employers to make informed choices and safeguard the future of their organization.”
David Garcia, co-founder and CEO of ScoutLogic.
About ScoutLogic: ScoutLogic is a bulk background check service in the United States. They primarily work with recruiters and HR teams to conduct bulk background screening at a large scale. ScoutLogic provides a full suite of background checks, including criminal background investigations, education/employment verification and reference checking, and drug testing, to perform FCRA-compliant background checks. More info available here: https://www.scoutlogicscreening.com/about-us/
