> what baffles me is that even a lot of smaller companies do this
Thoughtfully creating an interview process and the procedures/questions is a skill that has to be learned... and when people haven't or don't have the opportunity to learn that skill, it makes sense to turn to resources like books or articles, the most popular of which are often based on FAANG practices.
I also know from my own experience structuring and performing interviews that there can also be a lot of pressure from the top to eliminate candidates following the belief that "the last one standing" is the best, rather than actually trying to evaluate the strengths and weaknesses of every candidate.
That way tends to lead toward interviews of 5-7 rounds that act as sieves.
This is all just my limited personal experience though and I'd love to hear from other people who've done interviewing at/for smaller companies!
Thoughtfully creating an interview process and the procedures/questions is a skill that has to be learned... and when people haven't or don't have the opportunity to learn that skill, it makes sense to turn to resources like books or articles, the most popular of which are often based on FAANG practices.
I also know from my own experience structuring and performing interviews that there can also be a lot of pressure from the top to eliminate candidates following the belief that "the last one standing" is the best, rather than actually trying to evaluate the strengths and weaknesses of every candidate.
That way tends to lead toward interviews of 5-7 rounds that act as sieves.
This is all just my limited personal experience though and I'd love to hear from other people who've done interviewing at/for smaller companies!