Is 15 minutes long for an interview?

The 15-Minute Interview: Is it Enough Time to Find the Right Fit?

In the increasingly fast-paced world of hiring, some companies are experimenting with shorter interview formats. One that often raises eyebrows is the 15-minute interview. While brevity might seem efficient, the question remains: is it actually an effective way to assess potential candidates and determine if they’re the right fit, especially for a full-time, substantive role?

The short answer, for most people, is no. A fleeting 15 minutes, particularly when weighed against the significant commitment of a full-time position, can leave candidates feeling rushed, undervalued, and ultimately, shortchanged.

The core problem lies in the limited opportunity for meaningful assessment. Imagine trying to understand someone’s professional history, skills, motivations, and personality in a quarter of an hour. It’s akin to glancing at a novel and claiming to understand its plot and characters. You simply can’t delve into the nuances of experience or gauge the true potential of a candidate.

A candidate requires time to not only articulate their accomplishments but also to demonstrate their understanding of the role and the company. They need to showcase their problem-solving abilities, their communication skills, and their alignment with the company culture. Fifteen minutes barely allows for a superficial overview, leaving little room for in-depth questioning or exploration of specific scenarios.

Furthermore, a short interview can hinder a candidate’s ability to demonstrate the unique value they bring to the prospective employer. The pressure to compress their responses and the lack of opportunity to elaborate on their skills can leave the interviewer with an incomplete and potentially inaccurate impression. The nuance that separates a good candidate from a truly exceptional one is often lost in the rush.

Beyond the practical limitations, the rushed nature of a 15-minute interview can also send the wrong message about the company’s values. It might suggest a lack of respect for the candidate’s time and a prioritization of speed over thoroughness. This can deter talented individuals who are looking for an organization that invests in its employees and takes the hiring process seriously.

While a short preliminary screening call might be justifiable in certain circumstances, such as quickly weeding out clearly unqualified applicants, relying on a 15-minute interview as a significant stage in the hiring process, especially for a full-time role, is a risky proposition. It sacrifices depth for speed and ultimately diminishes the chances of finding the perfect fit for both the company and the candidate. Ultimately, investing more time in the interview process is likely to yield a better long-term return in the form of a more qualified and engaged employee.