The Interview Process is Broken. Why Do I Need to Do Five Rounds, a Take-home Project, and a Personality Test for an Entry-level Role?

WHY!

The Situation That Lead to This Conversation

At what point did hiring for an entry-level job turn into an unpaid part-time job? I’ve recently been applying for positions that are supposedly “junior” or “entry-level,” and the interview process is absolutely ridiculous.

First, there’s the initial screening call – fine, I get it. Then there’s a second interview with the hiring manager. Okay, still reasonable. But then comes a third interview with the team, followed by a take-home project that takes hours to complete (unpaid, of course). If I make it past that, I’m thrown into a fourth or fifth round where I have to meet executives, do a personality test, or even participate in some weird group interview exercise.

At the end of all this, companies either ghost or offer an insulting salary. Why has this become the norm? Are companies really so risk-averse that they need to test candidates in every possible way before making a decision? Or is it just a sign that they don’t actually know what they’re looking for?

Has anyone else been through this absurd process? Do companies think we don’t have jobs, lives, or bills to pay while we’re jumping through these hoops?

Why It’s Complicated

The job market has evolved dramatically in recent years, but one trend that has left many job seekers baffled is the increasingly complex and drawn-out interview process for entry-level roles. At what point did applying for a junior position turn into an unpaid part-time job? This article explores the reasons behind this trend, its impact on candidates, and practical ways to navigate this frustrating reality.

The Problem: Overcomplicated Entry-Level Hiring

Entry-level jobs are supposed to be gateways into the workforce, offering opportunities to learn and grow. Yet, many candidates today face processes that include multiple interview rounds, extensive take-home projects, and even personality tests. For example, one Reddit user shared how their partner spent over 10 hours preparing for an entry-level role only to face rejection without feedback. This is not an isolated incident; stories like these are increasingly common in forums like r/RecruitingHell2.

The data backs up these frustrations. According to StandOut CV, the average job interview process consists of two stages and lasts 27.5 days in the UK3. However, anecdotal evidence suggests that entry-level positions often demand far more time and effort than necessary. This mismatch between expectations and requirements raises the question: why are companies making it so hard to hire junior talent?

Why Are Companies Doing This?

Risk Aversion: Many employers are cautious after past hiring mistakes, especially during periods of economic uncertainty like “The Great Resignation.” They now seek to minimize risks by vetting candidates extensively before making offers5.
High Volume of Applicants: With only 2% of applicants making it to the interview stage3, companies use rigorous processes to filter through large candidate pools.
Outdated Practices: Some organizations still rely on traditional hiring methods or fail to adapt their processes for efficiency. For instance, 35% of recruiting teams spend their time on low-value tasks like scheduling interviews instead of improving candidate experiences1.
Misuse of Technology: While AI is increasingly used in hiring, it often adds complexity rather than simplifying workflows. Poor communication and scheduling inefficiencies further delay hiring decisions1.

The Impact on Candidates

The consequences of these convoluted processes are significant:

Time Drain: Candidates invest hours preparing for interviews and completing projects, often while juggling full-time jobs or other responsibilities.
Emotional Stress: Repeated rejections without feedback can erode confidence and motivation.
Exclusion: These processes disproportionately disadvantage candidates who cannot afford the time or resources needed to participate fully.

Practical Tips for Navigating Long Interview Processes

While you may not be able to change a company’s hiring practices, there are strategies you can use to protect your time and energy:

Ask Questions Early: During initial conversations with recruiters, ask about the number of interview rounds, expected timelines, and additional requirements like projects or tests. This transparency allows you to decide if the process is worth your investment5.
Set Boundaries: If a process feels excessive, don’t hesitate to negotiate. For example, you can request shorter deadlines for take-home assignments or ask if existing work samples can substitute for new projects.
Prioritize Opportunities: Focus your efforts on roles that align with your career goals and values. If a company’s process seems unnecessarily grueling for an entry-level role, it may indicate deeper organizational issues.
Leverage Feedback: If rejected after investing significant time in a process, politely request feedback. While not all companies provide this, constructive criticism can help you improve for future opportunities.
Use Technology Wisely: Tools like scheduling apps or online forums can help streamline your preparation process. Additionally, platforms like Glassdoor offer insights into companies’ interview practices so you can prepare effectively4.

A Call for Change

Companies must recognize that overly complex hiring processes deter top talent rather than attract it. As Hung Lee from Recruiting Brainfood points out, talent acquisition teams need to create bandwidth to redesign workflows with efficiency in mind1. Streamlining processes not only reduces time-to-hire but also enhances the candidate experience—a win-win for both employers and job seekers.

Employers should consider adopting human-centric AI tools to automate repetitive tasks like scheduling while focusing on meaningful interactions with candidates1. Additionally, reducing unnecessary steps such as personality tests or lengthy projects for entry-level roles could make hiring more equitable and efficient.

Conclusion

The current state of entry-level hiring is unsustainable for both candidates and employers. While companies aim to minimize risks by implementing rigorous processes, they often end up alienating qualified applicants who feel undervalued and overburdened.

For job seekers navigating these challenges, awareness and preparation are key. By asking questions upfront, setting boundaries, and prioritizing opportunities wisely, you can protect your time while still pursuing meaningful career opportunities.

Ultimately, it’s time for organizations to rethink their approach to hiring junior talent—because no one should have to complete five rounds of interviews just to land an entry-level job.