This is what this process might look like. This research suggests that getting through all four interviews is likely to cause fatigue during interviews. Google learned from these findings and now follows the “rule of four” for interviews, and only rarely exceeds this benchmark. Nobody needs four rounds of interviews to decide if a candidate is the right candidate for their organization.
A fifth round, or any number higher, only aggravates the injury. In addition to helping to make a more informed hiring decision, this refinement of the interview process also allows organizations to reduce the time it takes to hire, which translates into a better candidate experience and a lower likelihood of them getting tired during interviews. Even Google, which used to be known for having its candidates go through 15 to 25 rounds of interviews, has concluded that four is the ideal number of interviews before they offer diminishing returns. While it is well documented that interviews have low predictive validity, a well-validated personality test can predict a candidate's performance in a given position, revealing truths about a candidate that interviews cannot.
