I’ve worked in the past 28+ years for three different businesses in the HR departments. When conducting interviews, multiple persons were involved in the interview process with prospective employees. The interviews were far from being short, and were quite lengthy and in-depth. Not only were the candidates interviewed, but references, schooling, and work experience were also checked for accuracy and legitimacy. With each company, after the second interview and reference checking, etc. they were ready to offer the candidate of their choosing a position.
If the potential candidate was to accept the job, but had reservations about accepting it, that is the type of person which usually does not stay with a company very long. Now the company has to re-advertise the position, go the the interview process again, do all of the background checks again, and then train a new employee. This all costs the company time, effort, and money.
What I’m basically saying is, when interviewing as a potential employee, ask the company as many questions as you can think of, no matter how trivial you make think they are. A good HR person should discuss in length with you all matters concerning the available position. We would rather have someone ask a lot of questions than someone who just sits there and nods their head throughout the entire interview. If during your interview the person(s) conducting the interview seem vague or misleading about the details of the open position, don’t accept the job.
So you see, there is a lot more behind the scenes than just the interview(s) itself. And yes, I agree that everyone’s time is valuable, but remember, the prospective employee is the one that either answered an employment advertisement or contacted the company about the possibility of an open position. The companies that I worked for did not do any type of head-hunting.
As for the black-balling item, a good HR dept will keep record of issues with employees. This includes tardiness, sick day repetition (always on Mondays or Fridays thus creating three day weekends), quitting without notice, etc. We will re-hire a former employee if they gave the recommended notice to the company. However, if they leave a second time, they will never be hired again. Employees that quit without notice and for no reason are not eligible for re-hire. And unfortunately, a person that strings the company throughout the hiring process and then at the last minute decides to not accept the job will not be considered for any future employment.
I hope that I’ve been able to explain the employers side of the original question a little more in depth.