Zappos' model is on the more diligent end of the hiring process. While some organizations invest a great deal of time in key hires, they don't all go to this extreme. Some organizations use an all-day interview approach for positions of a certain level and above. Some of this is to collect multiple viewpoints if there's a heavy amount of team interaction to be expected. The various views of interviewers allow for the job seeker to see and interact with multiple people but without the knowledge of how each role affects the one to which they are seeking. It is an extensive expense on the part of the organization to invest hours for several other key influencers to that role so this type of process should be planned out and intentional. Involving others in to interview, for the sake of interviewing, can hurt the hiring process. Successful organizations that implement these have a metric or evaluation scheme where each key member of the interview team can "veto" a candidate's candidacy, which empowers them to have an equal voice at the table. What are the risks involved with such a lengthy hiring process?
