General perception is that an applicant is the one who is bearing the cost of being interviewed and get hired to any organization. The applicant think that he/she is the one who spent money to reach to the interview venue, spent time, while waiting to get interviewed and remain patient during the interview session. Once the applicant through from all the processes and get rejected, he/she thinks that this is the interviewer who had rejected him/her otherwise they were capable enough to handle the challenges.

Being an applicant many of us will agreed with the rejected applicant’s thought. Some of us might think that they are better than this applicant until they get rejected by the interviewer and few will say, why have they called us if they don’t want to hire us?

Before we go further, let’s see what a third person’s thought over this situation;

• Are companies or organizations are doing these interviews just for the sack of fun or they really want to hire someone?
• Are companies having so much of free time to play hiring game?
• Do they deliberately reject candidates?
• They don’t want to hire a candidate until the reject many?
• They don’t want to pay
• They have ample amount of time

Now let’s see the other picture from the organization prospective. Organization want the hiring process should be as follows;

1. Applicant applied for the opportunity in a company
2. HR shortlists the application
3. HR inquires about the shortlisted candidate
   1. HR finds Green data
      1. HR schedules the interview
   1. In case HR finds Black data
      1. HR will continue with other applications
4. Selected candidates deployed to the resource pool.

Are the organizations spending money on these interviews?

Let’s take an example;

• Suppose, Saatpro Group has vacancy of 15 Java developers, for its collaborating company C9Software pvt. Ltd.
• HR has posted the vacancy’s information to various job portals and received 458 applications for this position.
• Company HR has shortlisted 57 candidates for the interview

As per the process, total 4 rounds of interviews will be conducted for this position;

1. HR round (25 minutes) – Cost Rs.200
2. Technical round (35 minutes) – Cost Rs.800
3. Manager round (15 minutes) – Cost Rs.1000
4. Salary negotiation (25 minutes) – Cost Rs.200
5. Total time and cost spend over one selected candidate will be approx. 100 minutes which costs approx. Rs.2200
6. Total cost over 15 candidates – Rs.33000
7. Training cost– Rs.10,00,000
8. Approx. cost spent over remaining 42 applicants – Rs. 60,000
9. Company will spend from Rs.1000 to Rs. 10,000 for every 15 selected candidates for the BGC followed by spending 10 to 20 more working days. Total cost – Rs.1,50,000

In case of Black BGC, company will be losing precious time, money and opportunity as the whole process takes almost 2 months to get it completed.

Imagine if the hiring organization gets the right candidate in first interview itself, well in that case an organization will save this expenditure and convert it into profit.

To conclude;

• Organizations want to get the right candidate in the first slot
• Interviewers are there to select the right candidate but not to reject
• Interview sessions are not free for organizations; they had pay a hefty cost of it

Think these before concurring an interview.

Hope you agree?

Cheers!

info@saatpro.com

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