Singapore Job Seekers Frustrated by Lengthy Interview Processes

Singapore, Singapore Jul 19, 2026 ALN: Two Singaporeans appear to have reached breaking point over the number of job interview rounds they’ve had to go through in recent weeks. The frustration expressed by these individuals reflects a growing sentiment among job seekers in Singapore, who are increasingly finding the recruitment process to be lengthy and taxing.

On July 2, the first individual posted on the r/singaporejobs forum, writing that he was going through an “insane number of rounds just to get an offer.” He also remarked that it’s “getting harder and harder to land a job” nowadays. The competitive job market in Singapore, which has seen fluctuations due to economic factors and the impact of the COVID-19 pandemic, has made job seekers feel the pressure. Unemployment rates have fluctuated, and while the economy is recovering, many industries are still adjusting to the new normal, leading to a heightened sense of urgency among job seekers.

“I’m currently employed but looking for new opportunities, and it really sucks having to go through three interview rounds, plus a technical interview, just for a S$4k job. Is it really worth it?” he asked. The mention of a S$4k salary suggests that even positions that may seem entry-level or mid-tier require candidates to jump through multiple hoops, leading to questions about the efficiency and fairness of such processes.

He added that the entire process had been “mentally exhausting,” especially as he had to take time off work for interviews without even knowing whether it would lead anywhere. This scenario is common among job seekers who are already employed but looking for better opportunities. The need to balance current job responsibilities with the demands of a rigorous interview process can lead to significant stress and anxiety.

“If you like me, then hire me. If you don’t, just reject me. Don’t waste my time leh.” This sentiment captures the growing frustration among candidates who feel that the recruitment process is not only lengthy but also lacks transparency. Many job seekers express a desire for a more straightforward process where they can receive timely feedback and clear communication regarding their applications.

A week later, another Singaporean raised a similar concern on the r/asksg forum, asking, “Why do companies in Singapore like having online assessments and multiple rounds of interviews?” In her post, she said she felt “a bit angry” and even “jealous” of the hiring practices back in her parents’ day, when securing a job seemed far more straightforward. The generational divide in job-seeking experiences highlights how the labor market has evolved, with new technologies and methodologies influencing recruitment.

“I was talking to my parents about them finding jobs in the past. Just showing up at the location, having one interview and starting work on the same day.” This comparison underscores the dramatic shift in hiring practices over the decades. The rise of technology has introduced online assessments and multiple interview rounds as companies seek to streamline their selection process and ensure they find the best fit for their teams.

She contrasted that experience with her own, saying she had just completed an online assessment consisting of five different sections, including verbal reasoning and pattern recognition. The trend of incorporating online assessments has become commonplace as companies aim to evaluate candidates’ skills more rigorously. However, for many candidates, this adds another layer of complexity and stress to the job application process.

According to her, passing the assessment was only the beginning of the recruitment process. “With a ‘pass’ on this assessment, I will then need to go through at least three rounds of interviews.” This multi-step process can feel overwhelming, especially for candidates who may already be juggling other responsibilities.

Questioning why companies make applicants jump through so many hoops, she added, “Why do companies like making jobseekers’ lives tough?!! I just want some money to live my life…” This frustration resonates with many who feel that the current job market is not only competitive but also unnecessarily complicated.

How many interview rounds have job seekers gone through before receiving an offer?

The experiences of these two individuals are, unfortunately, far from unique. Online forums and social media platforms are inundated with complaints about recruitment processes that seem to drag on for weeks or even months, leaving job seekers physically and mentally drained. The emotional toll of this process can lead to burnout, as candidates invest significant time and energy into interviews that often do not lead to job offers.

What’s worse, many say that after enduring a gauntlet-like hiring process, they’re rewarded with… nothing. Some receive rejection emails after multiple rounds, others are suddenly told the company has “frozen hiring,” while some are simply ghosted without any explanation. This lack of communication can leave candidates feeling disheartened and questioning their self-worth.

According to Coursera, candidates typically go through three to five interviews on average before receiving a job offer. However, this average can vary significantly depending on the industry and the specific role. Over on the subreddit r/recruitinghell, users have shared some of the most grueling hiring processes they’ve experienced. While many said they’d been through “five or six” rounds of interviews, others recalled much lengthier ordeals.

One user said he went through 11 rounds of interviews in 2020 for an IT Director role at an academic institution. He recalled, “This was 3 or 4 months long. No more than 1 interview per day. 8 of those were onsite interviews at multiple facilities. I didn’t get the job with my 20 years experience in multiple progressing roles. An internal candidate with prior academic experience got it.” This experience highlights the unpredictability of the hiring process and the challenges faced by even highly qualified candidates.

Another user shared that he endured 13 interview rounds, including a four-person panel interview that required him to travel across the country for a director-level role. This happened around eight years ago, he added. Such lengthy and complex processes can deter candidates from pursuing opportunities, particularly if they feel that the odds are stacked against them.

How many interviews should a company hold?

Companies often conduct multiple interviews to assess a candidate’s qualifications, technical abilities, personality, and cultural fit before making a hiring decision. The aim is to identify the person most likely to succeed in the role and remain with the company over the long term. However, this approach can sometimes backfire, leading to frustration among candidates and potential loss of top talent.

Given the time and money invested in recruiting and training new hires, it’s understandable that employers want to make the right choice. However, experts say there’s a point at which additional interviews offer little extra value and may even drive strong candidates away. Career expert Jenny Ho told the BBC that the number of interview rounds should reflect the seniority of the role.

In her view, employers should generally limit the hiring process to no more than three or four interviews. For positions below director level, she said two rounds are ideal, while three should be the absolute maximum. Her recommendation aligns with Google’s own hiring research. After analysing years of interview data, the company concluded that four interviews were sufficient to make a hiring decision with 86% confidence.

Who should be involved in the interviews?

According to Ms Ho, the key people involved in the interview process should include the candidate’s future line manager, that manager’s supervisor, and someone from the human resources team. This approach ensures that different perspectives are considered in the hiring decision, which can lead to better outcomes for both the candidate and the company.

For C-suite or executive roles, other senior leaders and, in some cases, long-serving employees may also take part in the interviews. This can help ensure that the candidate is not only a good fit for the role but also aligns with the company’s culture and values. Ultimately, a streamlined and respectful interview process can enhance the candidate experience and improve the chances of attracting top talent in a competitive job market.

As Singapore continues to navigate the complexities of its labor market, both job seekers and employers may need to reassess their approaches to recruitment. A more efficient and transparent hiring process could benefit everyone involved, fostering a healthier job market and reducing the frustrations currently felt by many job seekers.