The Interview Process

Every company, every division, and every interview is unique and different. While the process varies widely, a "typical" sequence follows a pattern similar to the following:

You authorize O'Connell Group, LLC to submit your resume to the client. We prepare a cover letter detailing our basis for advocating you for the position and send your resume to our contact (usually Human Resources or the hiring manager). Depending on how many people and their schedules, initial review of your resume by the client typically takes a week or so.

At this point, expect one of the following:

an initial screen, either on the telephone or in person, with H.R. or the hiring manager; or a first-round interview with three people -- H.R., hiring manager, one-up hiring manager;possibly a "full" interview panel of six to eight people.

Scheduling first-round interviews can spread over a period of three to five weeks. You have limited availability, and the dates when all of the appropriate people at the client are in on the same day are frequently even more limited.

Presuming you do well on the first round, most companies bring two or three candidates back for a second round prior to making a final selection, often taking another three to five weeks.

We counsel clients to check references directly, once mutual interest has been established, i.e., just prior to an offer being extended. They often ask us to do this on their behalf. Some clients prefer to check references earlier in the process; others wait and extend an offer contingent on satisfactory references.

Once an offer is extended, a response is customarily expected within a week. Offers are often made contingent upon completing a physical, including drug screen, and verification of credentials, such as degrees, prior employment, and compensation.

Clients expect a candidate to give two weeks' notice to their current employer. If a relocation is involved, the customary norm is a week between concluding your current employment and starting with the new company.

Ideally, the interview process will move quickly, building momentum to the point where an offer is extended and accepted. Unfortunately, sometimes there are unavoidable circumstances that slow the process, despite genuine enthusiasm for the individuals being considered. Key decision-makers on vacation, or out of the country, on business travel, in off-site meetings, etc. are typical of the minor diversions that can slow the process.

Sometimes more significant interruptions can delay the process even longer, such as personnel changes or corporate restructuring, etc.

Do not read too much into it if you don't hear back immediately after an interview. Remember that the people you are talking to are busy professionals with lots on their plates. Though interviewing and finding the right candidates is a high priority, ongoing business can get in the way!