Should You Do Interviews On Your Employer’s Time? A Viral Debate on Professionalism, Privacy, and Practicality
A recent LinkedIn post I shared generated over 250 comments and reached hundreds of thousands of professionals — and not because it was a universally popular opinion.
Here’s what I said:
“If you’re serious about the job, don’t interview on your current employer’s time.”
*“Video interviews have made the process more convenient than ever. No need to travel, they can be done from anywhere and often at short notice, speeding things up for everyone.
But while that convenience has its advantages, it also comes with downsides.
It’s become pretty clear that many people are happy to interview during their working hours, when they’re being paid to do a job — not search for another one.”*
I shared that we’ve seen an increase in short-notice reschedules and candidates dialing in between meetings — often flustered, distracted, or vague about "something urgent" that came up. It’s rarely a good look. If you’re genuinely excited about a new opportunity, why not give the process the attention it deserves?
But I didn’t expect the sheer range of passionate, thoughtful and sometimes angry responses the post would trigger.
The Argument: “Be Professional. Take Leave. Don’t Interview on the Clock.”
Many agreed with the sentiment.
Some hiring managers and recruiters backed the view that interviewing while on company time sends the wrong message — to both the current employer and the potential new one. It raises questions about trust, discretion, and work ethic.
“It gives the wrong impression to the new employer.”
“If you're paid to work, do the right thing and take leave.”
“If you can't carve out an hour for a job interview, are you really that serious?”
Others shared horror stories of candidates taking interviews from office toilets, pantry areas, or visibly glancing over their shoulders.
The Counterpoint: “Not Everyone Has That Luxury”
And yet, the pushback was equally loud, and often, very fair.
Many professionals argued that not all employers offer flexibility or leave. Some are stuck in rigid environments where asking for time off for interviews may result in raised eyebrows or worse.
“You’re assuming people have control over their schedule — many don’t.”
“The interview process is broken. Hiring companies only offer weekday, work-hour slots and expect candidates to figure it out.”
“Don’t shame people for navigating a flawed system.”
Some also called out the hypocrisy, saying few recruiters offer weekend or evening interviews themselves, and yet expect candidates to jump through hoops.
So Where’s the Middle Ground?
There’s clearly no one-size-fits-all answer, but here’s where I stand after hearing all sides:
What I Still Believe:
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Taking a job interview during work hours without approval is a risk, not just ethically, but reputationally.
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If you’re serious about a job, give it the same commitment you'd expect if the roles were reversed.
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Interviewing on the sly, and then showing up flustered or distracted, does you no favours.
- Not once did I state that interviewing on a lunchbreak or using flex-time to interview was a bad thing - it isn't.
What I Acknowledge Now More Deeply:
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Some employers make it nearly impossible to take time off discreetly.
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The hiring process often lacks flexibility from both companies and recruiters.
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We (as recruiters) also need to rethink how and when we schedule interviews, especially with working candidates.
Final Thought: This is a Two-Way Street
Job searching while employed is hard. But professionalism cuts both ways, from the candidate and the hiring side.
Rather than policing when someone interviews, maybe we should all work on creating processes that:
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Respect the candidate’s current commitments
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Offer real flexibility in scheduling
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Don’t compromise on professionalism or preparedness
If nothing else, this post (and the debate it sparked) was a reminder of how personal and polarising job searching can be. I appreciate every comment, even the critical ones.
The goal isn’t to shame. It’s to raise the bar for how candidates show up, and how recruiters and hiring managers support them in doing so.