Longer Interviews Are Essential


Recruiting and dating are more similar than you think. Sure, you’ll get weird looks if you start asking your dates interview-style questions on your first outing, but we can all agree on how important it is to get to know each other before getting married.

It’s the same idea with potential employees.

No matter how great their interview and resume are, if you spend less than 30 minutes with an applicant before offering them a job, you need longer interviews. By setting expectations, learning about the candidate as an individual, and creating an open and honest process, you and your candidates will benefit immensely.

Good Employees vs. Great Employees

It’s easy to look at someone’s resume and make an assumption about whether or not they can do the job you’re hiring for. But ask any employer what a great employee is, and the answer is always the same. Employees who care about their work, the team, and the customer are who you want on your team. And a 30-minute interview isn’t going to distinguish them from someone who only shows up to get paid.

Longer Interviews Are More Defined

Mediocre employees are often the result of mediocre interviews.

Spend time getting to know the candidate, talk about the good and the bad of the job, who they’ll be working with, and ask them why they’re passionate about the job you’re hiring for. Spend less time focusing on the nitty-gritty details of the job. Remember, candidates don’t always tell the truth anyhow, so spend more time seeing if their personality is a good fit for the team.

Save Time and Money with Longer Interviews

When you have an objective interview process and dig deeper to get to know candidates, rather than going through the motions, you can decide on the spot whether an applicant will be the right fit for your team and company culture.

The next time you interview, go in with a plan, ask the right questions, and genuinely get to know the person you’re interviewing; your team and your customers will thank you for it.