Discover the entire list of factors to consider while preparing to interview a candidate.

Interviewing candidates is frequently the most important aspect of any recruitment process. Our clients frequently inquire, “How long should an interview last?”

Spending too little time in an interview may result in you missing out on the applicant’s talents. If you wait too long, you will see a declining return on your time.

Face-to-face interviews often last no less than 30 minutes. A half-hour interview does not provide you or the candidate with a true idea of each other. After all, you want to be certain that they are the ideal match for the company.

Although it varies by business, most interviews run between 45 and one hours. This should provide both parties enough time and freedom to get to know one another.

However, what works for one company may not work for you. The duration of time spent in an interview is also greatly dependent on how senior and/or specialized the post is, as well as the overall amount of time available to you and your team.

So, here are some things to think about when deciding how long an interview should last:

Before the interview:

Candidates frequently arrive early to create a strong first impression. Make sure you or a member of your team has time to welcome them before the interview begins.

During the interview:

Making a definite decision on how an interview will be framed ahead of time can assist to determine the total length of the interview.

If an interview consists of an organized set of competency-based questions, the total amount of time spent will be generally similar across numerous candidates. Rehearsing the interview with another employee might help you estimate how long it will take.

Less formal interviews can frequently assist to acquire a deeper understanding of a prospect and develop a stronger relationship. If you intend to conduct a more informal interview, more time may be required depending on how the conversation progresses.

Companies in particular areas will frequently request a demonstration of candidates’ talents in addition to a typical face-to-face interview. If any assignments, examinations, or formal presentations must be done, the time for these must also be factored in.

It is also critical that a candidate gets the opportunity to voice any concerns they may have. Remember to leave time at the conclusion of the interview for questions from the candidate.

After the interview:

Is it necessary for the applicant to be shown anything else, meet members of staff, or view your facilities after the conversations have concluded?

The more you organize your interview process, the better you will be at estimating the length of the interview, resulting in a more successful recruiting process.