Interviewer Fatigue: Problem & Solution of 2023

6 min read

Interviewer Fatigue

In the ever-evolving recruitment landscape, the year 2023 brings novel challenges and opportunities for hiring professionals. 


As organisations continue to navigate the competitive job market, the "Interviewer Fatigue" issue emerges as a significant concern in the recruitment process. 


For years, interviewers have been the unsung heroes of talent acquisition, dedicating time and effort to assess countless candidates. However, the mounting pressure to identify the best-fit candidates has given rise to Interviewer Fatigue. 


You can wipe out all the chances of Interviewer Fatigue by using HyreSnap Interview as a Service platform. It will help you conduct bulk interviews for your company without affecting your time, assets, and quality.


For all those who want to conduct the interviews by themselves, we are elaborating on the problem of Interviewer Fatigue and exploring innovative solutions to create a sustainable, efficient, and fair hiring process.



What is Interviewer Fatigue?



Interviewer fatigue, also known as interviewer bias or interview fatigue, refers to a situation in the hiring process where interviewers become tired, mentally drained, or disengaged during the interview process. It occurs when interviewers conduct multiple interviews back-to-back, leading to a decline in their ability to objectively assess candidates fairly and accurately.



Causes of Interviewer Fatigue


Interviewer fatigue can be caused by various factors that impact the mental and emotional energy of the interviewers during the hiring process. Some common causes of interviewer fatigue include:


  • Back-to-Back Interviews: Interviewers often conduct multiple interviews in succession, leading to limited breaks and little time for rejuvenation between each session.


  • Long Interview Sessions: Lengthy interview sessions can mentally drain the interviewers, especially those involving multiple interview rounds or panel interviews.


  • Repetitive Questions: When interviewers repeatedly ask the same or similar questions to numerous candidates, it can become monotonous and less engaging for them.


  • Decision Overload: Evaluating many candidates can overwhelm interviewers, making it challenging to differentiate between candidates effectively.


  • High Interview Volume: Interviewers involved in high-volume hiring processes, such as during recruitment drives or when filling multiple positions simultaneously, may experience increased fatigue.


  • Emotional Energy: Interviewers need to be emotionally engaged during interviews to assess candidates effectively, which can be draining, especially when dealing with challenging or emotional responses from candidates.


  • Unstructured Interviews: Without a standardised interview process, interviewers may feel uncertain about what to ask or how to evaluate candidates consistently, leading to additional mental strain.


  • Time Constraints: Interviewers may feel rushed to complete interviews within a specific timeframe, leaving little time for reflection or processing candidate responses.


  • Interviewer Bias: When interviewers allow personal biases to influence their assessments, it can lead to internal conflict and mental exhaustion.


  • Lack of Training: Interviewers without proper training in conducting interviews and evaluating candidates may find the process more taxing.


  • Pressure to Make Decisions: Interviewers may feel pressured to make quick hiring decisions, adding stress to the interview process.


Consequences of Interviewer Fatigue


Interviewer fatigue can negatively affect the hiring process and the overall candidate evaluation. Some of the key consequences of interviewer fatigue include:


  • Biassed Decision-Making: When interviewers are fatigued, they may rely on shortcuts and snap judgments rather than conducting a thorough evaluation of each candidate. This can lead to biassed decision-making based on initial impressions or stereotypes.


  • Inconsistent Evaluations: Interviewer fatigue can result in inconsistent evaluations of candidates, especially when the same interviewer assesses multiple candidates. This lack of consistency can lead to unfair treatment of candidates with similar qualifications.


  • Overlooking Qualified Candidates: Fatigued interviewers may miss important qualifications or skills possessed by candidates, leading to the unintentional exclusion of qualified individuals from the selection process.


  • Negative Candidate Experience: Interviewer fatigue can impact the overall candidate experience. Candidates may perceive interviewers as disengaged or uninterested, affecting the employer's reputation and potentially leading to candidate withdrawal or rejection of job offers.


  • Lengthy Hiring Process: When interviewers are fatigued, the hiring process may take longer than necessary due to delays in scheduling interviews, prolonged deliberations, and difficulties in making decisions.


  • Increased Turnover: Hiring decisions influenced by interviewer fatigue may lead to poor candidate matches and higher employee turnover rates, as candidates who are not well-suited to the role may not perform optimally or stay with the company long-term.


  • Lower Employee Morale: Interviewer fatigue can extend beyond the hiring process and impact employee morale if new hires are not suitable for the job. Existing team members may feel demotivated if they have to work with colleagues who are not the best match for the role.


  • Missed Opportunities: Fatigued interviewers may not be as receptive to potential talent, missing out on exceptional candidates who could bring significant value to the organisation.



How to Minimise Interviewer Fatigue?


Minimising interviewer fatigue is crucial to ensure fair and effective candidate evaluations during the hiring process. Here are some strategies to help reduce interviewer fatigue:


  • Limit the Number of Interviews: Set a reasonable limit on the number of interviews an interviewer conducts in a day. Avoid scheduling back-to-back interviews without sufficient breaks.


  • Schedule Adequate Breaks: Provide interviewers with short breaks between interviews to allow them to recharge and maintain focus.


  • Implement Structured Interviews: Use standardised interview formats with predetermined questions and evaluation criteria. This reduces the need for interviewers to develop new questions for each candidate, making the process more efficient.


  • Assign Specific Interview Roles: Divide the interview process into specific roles, such as technical assessment, culture fit evaluation, and behavioural analysis. Assign interviewers to specific roles so that they can focus on their area of expertise.


  • Rotate Interviewers: Rotate interviewers throughout the day or across interview rounds to distribute the workload and minimise individual interviewer fatigue.


  • Offer Interviewer Training: Provide interviewers with training on effective interviewing techniques, avoiding bias, and maintaining a consistent and fair evaluation process.


  • Utilise Interview Panels: Conduct interviews with multiple interviewers as part of an interview panel. This allows interviewers to share the responsibility and collaborate in the evaluation process.


  • Use Technology to Streamline the Process: Utilise technology, such as applicant tracking systems (ATS), to manage interview schedules and candidate data efficiently.


  • Encourage Feedback and Collaboration: Encourage interviewers to discuss their assessments and impressions after each interview to ensure a comprehensive evaluation.


  • Prioritise Rest and Well-Being: Emphasise the importance of rest and well-being for interviewers. Make sure they have adequate breaks, access to refreshments, and a comfortable interview environment.


  • Conduct Interviews at Optimal Times: Schedule interviews when interviewers are most alert and productive, such as in the morning or after a break.


  • Recognise the Impact of Fatigue: Raise awareness among interviewers about the potential impact of fatigue on their evaluations, encouraging them to be mindful of their mental and emotional state during interviews.



HyreSnap Interview as a Service


You can eliminate interview fatigue in your organisation by outsourcing interviews. For that, you can use HyreSnap Interview as a Service platform. 


It is an AI-powered interview executing platform that can resolve all your interview hurdles with its massive team of 500+ subject matter experts.


Check out some highlighting features of this marvellous Interview as a Service platform:



Features of HyreSnap Interview Service:
Faster interviews
Structured interviews
Cost Efficiency
Customizable Functionality
450+ subject matter experts
1500+ interview frameworks


The Bottom Line


Interview fatigue can affect the quality of your new recruits. Hence, we recommend accepting every measure that can help you minimise interview fatigue in your organisation.


For more details about easing the interview process without affecting its quality, contact our interview experts at Our team will help you get the best employees without getting into any hurdles.