One of my candidates recently took a new job. When I first met him, he said he wanted more in a job. He wanted to learn more, be challenged more. He had been in his current job for years and felt that, although he liked his employer and his work, that he wasn't growing or moving forward.
I introduced him via email to a manager, who interviewed him. That manager introduced him to a client. The client met with him and then, over the course of several months, scheduled a series of interviews. Everyone seemed to like each other and through many interviews, he moved with glacial speed through the organization's hierarchy, meeting people and telling his story to someone new each time.
At each step of the way, I talked to him about the most recent interview and his impressions of his progress. He was confident about his skills and patient about the process. These characteristics speak well for the candidate during the interview process, coming across as respect for the organization's need to move slowly, process information and possibly the need to include a large number of people in the interview process.
Finally, a last meeting was scheduled and the offer was presented in person. The candidate countered for more money and the manager couldn't respond immediately. Waiting a little longer, the response was positive! He was given the salary he wanted, but maybe more importantly, he gets a return on his investment from knowing the organization better than many candidates who are hired after only one or two interviews.
I'm not suggesting that everyone should go through such a lengthy process, nor am I saying this is the only way to get to know a candidate or a company. Unfortunately, I've had candidates go through several interviews only to be turned down.
The takeaway is this: Taking your time, remaining confident and patient and showing respect for the organization's needs are great characteristics to develop regardless of how long it takes to get the job.