The Rule of Four: Optimize Your Hiring Process for Success
In the world of recruitment and selection, finding the right candidate for an open position is a challenging task. One approach that has been used for some time is known as the "rule of four," which limits the number of rounds of interviews with a candidate to a maximum of four. This rule is based on the idea that after a certain number of conversations, the predictive value does not increase significantly anymore. While this approach has been popular, the practice seems to be taking a different path today. In this article, we'll explore the rule of four, discuss the arguments for and against it, and reflect on how modern companies optimize their hiring process. The Rule of Four: What is it and Why? The 'rule of four' states that the number of interviews with an applicant must be limited to a maximum of four. This approach is based on research that shows that the predictive value of additional rounds of conversation decreases significantly after the fourth round. According to this perspective, putting candidates through multiple rounds is a waste of time and resources because the added information does not significantly contribute to identifying the most suitable person for the position. Lawyers for the 'rule of four' point out that limiting the number of calls allows companies to recruit more efficiently. This is beneficial for both the organization and the candidate. It shortens the recruitment process and prevents talented candidates from dropping out due to the lengthy and time-consuming procedure. The Modern Countermovement Although the 'rule of four' seems a logical starting point, we are now seeing a trend where companies deviate from this pattern and hold more than four rounds of talks. This can
