The 60-Second Interview: When to Cut Your Losses, According to Suzanne Lucas

In a recent LinkedIn post, Suzanne Lucas explores the delicate and often awkward situation of ending a job interview prematurely. Lucas, a recognized voice in the business and HR space, poses a critical question to her professional network: when both the interviewer and the candidate know within moments that the fit is not right, should the interview be cut short, or should the process be completed as planned?

The Dilemma of the Premature End

Lucas highlights the core of the issue, asking:

“If you are at an interview (either as the hiring manager or the candidate) and you know you are not going to hire the person/take the job, should you end it as soon as you know?”

This question cuts to the heart of professional etiquette and efficiency. As Suzanne Lucas points out, the decision to continue or terminate an interview prematurely involves considerations for both parties involved. The time saved could be significant for everyone, but there are potential professional repercussions to consider.

Efficiency vs. Etiquette

The Case for Cutting It Short

From an efficiency standpoint, ending an interview that is clearly not going to lead to a hire or a job acceptance can be seen as a respectful use of everyone’s time. Lucas probes this further by asking:

“Or should you go through the motions and do the whole planned interview?”

According to Lucas, continuing a fruitless interview can feel disingenuous and may even lead to a negative experience for the candidate, who might feel strung along. For hiring managers, it means dedicating time that could be used for more promising candidates. Conversely, candidates who realize early on that a role is not for them might feel trapped, wishing to escape a situation that is clearly not a good match.

Virtual vs. In-Person Considerations

Suzanne Lucas also raises an interesting point about the medium of the interview, questioning:

“Does it make a difference whether it is virtual or in person?”

In Lucas’s view, the format could indeed influence the decision. A virtual interview might offer a slightly easier exit, with fewer social niceties to navigate. However, the potential for misinterpretation or perceived rudeness might be higher online. In person, the pressure to maintain professional decorum for the entire scheduled time might feel more intense, even if both parties privately know the outcome is predetermined.

Navigating the Interview Process

While Lucas poses these questions, the underlying implication is that there is no single right answer. The decision often hinges on company culture, the specific individuals involved, and the perceived impact on professional relationships. As Suzanne Lucas suggests through her post, this common interview scenario prompts a broader conversation about how to conduct hiring processes with both efficiency and empathy.