Many companies think that taking interview of all the applicants is suitable as it allows the employers to compare different skill sets to find the best candidate. Theoretically, it’s a good idea. But doing such a thing is not wise as it creates a lot of problems for the interviewers. Besides, it’s pretty time consuming if the number of candidates is many.
Having many different possibilities also means that everyone involved in the process could have the other favourite candidate, who supports their aims or ideals, making it difficult to come to a consensus. Lots of interviewees also create more administration. It’s vital to keep in touch with your candidates and give them feedback, to manage their expectations and ensure they have a good recruitment experience that doesn’t damage your employer brand. It adds even more to your workload and eats up time. All this prolongs the decision-making period when recruiting for a new role. Even though there are lots of job seekers in the market at the moment, top-notch candidates still tend to get snapped up swiftly. Delay the recruitment process, and you risk losing your best candidates to another organisation.
Interviewing too few candidates is also a problem, as you may not be able to fill the role. If you do, you may feel you have had to settle for a less than ideal candidate.