At the Military Transition Roundtable, if we had $100 dollars for every time we heard about our student’s frustration in the job interview process, we would be able to purchase three or four new Starlinks for our business.

That’s why when we read Richard van der Blom’s latest LinkedIn post on the interview process, we wanted to share his observation.  The last part of this short article will help our many students in our MasterMind process understand how to recognize scatty human resource interview processes. 

Let’s face it: the war for top talent is real, and right now, most companies are . Why? Because they’re stuck in outdated hiring processes that frustrate candidates and drive away the best.  
 
Six interviews for one role? That’s overkill.  
No salary in the job posting? You’re missing out on 35% more applications!  
Keeping candidates in the dark about expectations? Say goodbye to top talent.  
 
In this battle, speed, transparency, and respect win the day. Here’s a few tough love truths to help HR pros rethink their approach: 
 
Stop dragging it out – streamline your interviews and stop burning out your candidates. Be real – transparency is your best weapon. Let them know what they’re walking into.  
Mention the salary! Top talent has options. If you’re not upfront, someone else will be. 

 
 
And now for Jobseekers to Ensure You’re Treated Equally in the Application Process: 
 
1️⃣ Ask About the Hiring Timeline Early  
 
If the process drags out, it’s a red flag. Ask upfront about interview stages, timelines, and expected feedback. If they’re vague, it might be a sign of what’s to come. 
 
2️⃣ Insist on Salary Transparency  
 
If the job posting doesn’t mention salary, ask directly during the first interview. Your time is valuable, and you deserve to know if the offer aligns with your expectations. 
 
3️⃣ Gauge the Company’s Respect for Your Time