HR is increasingly known within companies as the Talent Acquisition and Retention center. In other words, it’s no longer the HR of old, busy only with compliance paperwork. While paperwork is indeed a part of what they do, their role is now viewed as vital in getting the right people into the company or organization, and therefore increasing the bottom line.
Result: Today, you must be prepared for the behavior-based interview. This is the dominant interview “style” used by companies today, and since HR is training hiring managers to interview this way, it’s in your best interest to know what to expect. They use this method because it more accurately gets them to see if you really have the talents and skills they need to get the job done.
While we could spend this entire space on behavior-based interviewing, let’s just say it’s focused on you providing examples about your strengths and achievements. In short, interviewing isn’t about the interviewer’s gut feel any more: instead, you need to perform.
The cost of a bad hire — whatever the reason — is enormous. If someone ends up being a “wrong hire”, then the whole organization suffers, because it’s estimated that it costs three times that job’s salary to re-do a search for the right person to fill it. That loss is in hard dollars spent on salary, benefits, bonuses, relocation packages, and so forth, not to mention lost time spent by those who interviewed you.
That’s why they’re being so careful, and why you are going through multiple interviews.