How many maximum interview rounds have you had to go through for a job?
1-2 rounds7%
3-4 rounds40%
5-7 rounds44%
8-11 rounds5%
11-14 rounds2%
> 15 rounds
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I am new to managing an inside sales organization (chemical manufacturing B2B). I would like to offer some training on inside selling skills to a team of 12 (techniques, best practices). I am wondering if anyone would be interested in sharing their perspectives or if you have had success with a third-party training company.
Thoughts on self-healing applications? Any approaches or tools that look promising to you?
What are the biggest technical challenges preventing organizations from being able to use their existing data to enable digital transformation?
Finding data and putting it to good use13%
Controlling the security and privacy of data45%
Understanding how data is currently being used20%
All of the above19%
None of the above1%
We use Microsoft PowerBI extensively at the company. Over 15,000 reports.
For our "corporate" reports, like financials or HR, we centralize those requests and attend them with my team.
We currently "extract" information from multiple systems (ie. SAP, SuccessFactors, CRM, etc...) and put in into a SQL Analysis Services. For interpreting the data we have a Semantics model in PBI.
The problem I see is we can't scale enough to comply with the reporting demands as the semantic model is "unique" and we end up having only one or two developers that can work at a time.
Anyone has an idea how to scale their PBI teams without having to redevelop the semantic model per report?
Are CISA's current recommendations for preventing Maui ransomware attacks sufficient?
Yes, if followed correctly.39%
Unsure38%
No, there is still a significant risk.19%
Other (please tell us in the comments)3%
11-14 rounds? Yikes!
I think some of these answers are a symptom of a broken hiring process. It's funny how much scrutiny we as Finance professional will give a recurring expense of $100-200K/yr but with a hiring decision will "wing it". I'd argue we should put more effort into hiring as a bad tool may add no value but a bad hire can create negative value.
Personally, I think the following steps are a good start in the hiring process:
1) Create a thoughtful job description and posting
2) Determine what an ideal candidate will look like regarding skills, experience and character.
3) Determine how you can evaluate all of these traits for a candidate - resume, references, interview, aptitude tests, etc.
4) Then plan each step efficiently and thoughtfully.