A reader writes:
As a manager focused on expanding my team, I have been conducting numerous interviews with job seekers recently. We always allow candidates 10 to 15 minutes at the end of the interview to ask any questions they may have about the job, the organization, or the application process. I typically enjoy hearing the questions and hope that our responses help candidates determine if this role is a good fit for them.
In the past, candidates would ask three to four questions. However, in this year’s recruitment processes, I have noticed a trend that concerns me. Some candidates go on and on, asking 10 or more questions, causing the interview to go over time. Despite our attempts to answer questions quickly or assign one person to respond, the candidates still insist on having each panel member address their questions individually.
I feel a bit overwhelmed by this influx of questions. While it’s important for the candidate to feel good about the job and the organization, the excessive questioning is becoming a challenge. I have gained valuable insights from candidate questions in the past, but this barrage of inquiries feels excessive.
Should I set limits on the number of questions a candidate can ask due to scheduling constraints, or should I be more flexible and allow more time for questions?
The further you progress in the interview process, the more time you should allocate for candidates’ questions. While it’s essential to allow questions early on to determine mutual interest, as the process advances, candidates should have ample time to inquire further.
For instance, while five minutes may suffice for questions in an initial phone screen, as the interview progresses, consider allocating more time, such as fifteen minutes. If candidates go over the allotted time with basic questions, such as asking each panel member about their favorite aspect of the job, you can manage expectations by informing them upfront of the time remaining.
Additionally, if you need to conclude due to time constraints, politely signal the end of the question period. It’s also crucial to offer a follow-up conversation for the final candidate to address any remaining questions after the interview.
