Is a 15 minute interview a bad thing?

The 15-Minute Interview: A Mere Tick-Box Exercise?

In the modern job market, the interview process has evolved, with companies employing various strategies to find the perfect fit. But what happens when the process is truncated, condensed into a fleeting 15-minute encounter? While efficiency is often touted as the reason, the brevity of a 15-minute interview raises serious questions about its genuine purpose and effectiveness.

The uncomfortable truth is that a 15-minute interview often feels less like a genuine assessment and more like a perfunctory obligation. It whispers of a pre-determined outcome, a role already unofficially filled, and candidates being paraded through a charade of “fair” evaluation. While organizations might argue that legal or procedural requirements necessitate interviewing a certain number of individuals, can a meaningful assessment truly occur in such a limited timeframe?

The short answer is likely no. Consider the sheer logistics. In 15 minutes, after introductions and initial pleasantries, barely enough time remains to scratch the surface of a candidate’s skills, experience, and cultural fit. Complex roles demanding specific expertise require probing questions and detailed explanations, impossible to squeeze into such a tight window. Furthermore, the candidate lacks sufficient opportunity to ask insightful questions, assess the company culture, and truly determine if the role aligns with their career goals.

This superficial interaction denies the opportunity for genuine connection. The interviewer is unlikely to glean a deep understanding of the candidate’s personality, motivation, or potential beyond what’s readily apparent on the surface. Similarly, the candidate is left with a vague impression of the company and the role, making it difficult to discern whether it’s a good fit for their ambitions.

While there might be exceptions – perhaps for entry-level positions with readily quantifiable skills or a first-round screening for a large pool of applicants – the prevalence of 15-minute interviews raises concerns about the value placed on candidate experience and the legitimacy of the hiring process. It can leave candidates feeling undervalued, disrespected, and ultimately, questioning the fairness of the process.

Instead of squeezing candidates into a rushed 15-minute slot, companies should consider allocating adequate time for meaningful conversations. Even a slightly longer interview, allowing for more in-depth questioning and genuine interaction, can significantly improve the candidate experience and lead to more informed hiring decisions. After all, investing in a thorough assessment upfront can ultimately save time and resources in the long run by ensuring a better fit and reducing employee turnover. Ultimately, abandoning the 15-minute interview in favor of more substantial interactions signals a commitment to finding the right person, not just filling a seat quickly.