4 HOUR Interview??

4 HOUR Interview??

I have been scheduled for a third-round interview for a role I am very interested in.

I received the confirmation email, and the interview is scheduled for four hours (9am to 1pm)! Never in my entire history of being an HR professional (over 15 years now) have I ever experienced an interview scheduled for that amount of time.

Based on the itinerary I was given, I will be meeting with several members of the organization, some in one-on-one settings and some scheduled as a panel. Due to the interview length and travel, I scheduled a PTO day with my current job.

I am almost embarrassed to ask this - but what is a tactful way to inquire about the organization's PTO accrual and usage policy and their observed paid holidays (if it is not mentioned during this interview?) The company I am leaving has a fairly generous policy and since I have a fair amount of important travel planned for 2025 (graduations and things that cannot be rescheduled), PTO and paid holidays are an important part of an inclusive total rewards package for me.

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22 Comments

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  1. Anonymous

    An employer I worked for for several years would structure interviews in this way. That way could knock them all out in one day if they would need to meet with multiple individuals at the organization.

    As far as your question re: PTO and paid holidays. Do they have anything published on their website? What about their glassdoor profile? How you can ask if not shared with you during the interviews or provided on the website, etc.? PTO and holidays would be a part of total rewards, so when discussing, comp, bonuses, etc. segue into work/life balance and what the company's stance is on that and ask what does the holiday schedule look like as well as PTO/vacation.

  2. Anonymous

    Clearly their vetting process is far more extensive that your previous experience therefore the long interview process. I consider this to be a good thing being in HR as well. You want to work at a company where they value really assuring the fit and remember an interview is a 2 way street. Ask the tough questions of each interviewer about what is working and what is broken that your role will perhaps have to come in and fix. For example I once took a job as Director of HR at a company and the CEO forgot to mention that day one I had to do a layoff, but he was going to get a big bonus on that day too. What a mess!

    I don't know if you applied or were recruited but either way you have a choice in this too. Focus on the real things that matter in the role. Check Glassdoor for details about their vacation policies and also Blind. If neither one net this ask for a copy of their employee handbook as being in HR that does matter. When/if you get to the final stages of things let them know that can't move dates you have planned and be sure that there is no conflict with things that want you to do. Good luck.

  3. Anonymous

    It's never a good idea to ask in the interviews about 2 things: salary and benefits.

    Only when you have an offer in hand. At this point, there is not an offer given to you so there is no decision for you to make. Once you get that, weigh their benies against what you have including other factors, insurance, 401K, PTO, etc. etc. then decide if it's a good fit for you. However, when interviewing, do ask questions such as what is the biggest challenge you've faced in your role, what is the most favorite part of your day here. Good luck and keep us posted!

  4. Anonymous

    I respectfully disagree. If salary and benefits aren't discussed during the interview and they are out of range for your requirements, then why waste your time and the time of those interviewing? I agree not to get too specific, but to ask how many holidays the company provides, the amount of PTO (not the specifics on how to request it), and an overview of the types of benefits (medical, dental, 401K, etc.) do not need to wait until the offer letter, especially if they severe tipping points in whether or not you want to work there. Salary should only be discussed in a range, as I am usually asked in an interview what my salary expectations are, especially if the range was not advertised. Once you get the offer letter, ask for the specifics and negotiate on some of the fine print if it's essential.

  5. Anonymous

    We've already discussed salary, and they have verbally agreed that what I am seeking is within the range of the role (also in my state it is mandatory now for employers to post salary ranges in job postings, so I knew the range was acceptable before I applied).

    My second interview was cut short because the person I interviewed with was A) late to the interview and B) had a hard stop so we could not run over time. So we never got to some of my questions. In my recruiting days, I would mention benefits packages/PTO to eligible employees in the first couple of interviews. I have looked and looked and can't see anything regarding their benefits online.

    The role I am interviewing for is an HR role (supervisory) and one of the projects they want prioritized is reevaluating their PTO policy to see if it aligns with the industry standards. So my worry is that I will have wasted their time if that particular benefit does not suit my needs. Sounds petty but since I am currently employed, it might be a deal breaker.

  6. Anonymous

    Thank you for clarifying.

    If you have already planned (especially paid for) vacation/PTO events outside company policy guidelines when starting a new job, most companies will honor the time off. Some may require all or part of the time to be without pay, or PTO borrowed against future accrual, but most will allow you the time off. The only situations where I've seen it denied is if the dates are during a significant event that would require your participation.

  7. Joan Williams, Senior Talent Acquisition Specialist

    Both salary and benefits should be discussed in the first interview with the recruiter. If they don't bring it up, the jobseeker should bring it up. Don't let companies waste your time.

  8. Anonymous

    Not true anymore in today's market. Salary range and benefits should be disclosed in the first contact with the recruiter. Don't waste your or their time with lengthy interviews only to find out they only offer a pittance of what you should be receiving.

  9. Joan Williams, Senior Talent Acquisition Specialist

    These things, along with compensation, should have been discussed in your first interview with the recruiter. Check their website to see if this info is available online.

  10. Anonymous

    Check the company's Employee Handbook which is usually posted online. Best of luck to you!

  11. Anonymous

    I always discuss salary prior to pursuing an offer to interview. PTO & such is typically covered at that time. If it's not, I wait until an offer is on the table and use it to negotiate as part of the overall package. I wouldn't inquire during the interviewing process. It can come off like the PTO is your priority and not the work.

  12. Titra Hamilton

    I have participated in multiple rounds of interviews since forever. It is nothing new. There is also an interview process called "Top Grading" that lasts three hours and occurs after an initial screening with HR and a skills interview with team members. Until you have an offer in hand, you have no leverage, so as for pay and benefits, try to find that data online.

  13. misskelleyp

    My guess would be that they really like you, so this is their time to have EVERYONE who gets a vote to meet you. So that part is good. I would wait to ask about benefits and PTO until they make an offer. That's when you have leverage.

  14. Anonymous

    This is your 3rd round and they haven't mentioned comp or benefits? That's crazy! They should have sent you their benefits info after the first round. The fact that they haven't shared this with you yet is a red flag.

    One piece of advise I would offer you: ask any and all questions before you agree to this meeting. I'd suggest reaching out with your thanks for the opportunity and expressing your excitement and interest in meeting the others ... and then add: "Prior to this meeting, I would like to understand the total compensation package that The Company offers. Could you please send me the company's benefits information?" Good luck!

  15. Sheri

    I had a similar experience a few months ago. I had a phone screen at 6p at night with a member of upper admin - but someone who I would not directly work for or with if hired. I then had a video interview with the same person a few days later. That apparently was my 2nd interview. The third interview was 7 hours. I was to meet with others in upper admin and/or those who were directly involved with the position. I obliged.

    The first meeting I had was with the individual I would potentially replace. That meeting all alone told me everything I needed to know. They were unhappy. They alluded to poor boundaries by upper admin. They also insinuated that they had to speak to the CEO regarding issues with inclusivity for themselves.

    The 3rd meeting I had was the nail in the coffin. The medical director was a pompous jerk who was deluded about what his agency offered. He BRAGGED about how families had to seek 2nd mortgages on their homes to be able to afford the services the agency offered. He acted as though he was proud that his services could only be afforded by the affluent. It was a very disheartening meeting. His approach to operations and collaboration was also very antiquated. He would also have been the admin I reported to directly. I know myself well enough and knew it would not be a good fit.

    I stuck around for the rest of the day out of morbid curiosity. It only got worse - all of which was due to the medical director's odd desire to flex his role and authority. I attended a client staffing, that also included the client at one point. I needed to step out of that meeting to pay my meter (yes, I paid for 7 hours of a meter, they did not validate). I asked to sit toward the back of the group so I could leave without disturbing anyone. The medical direct refuses to allow me to do that and instead demanded that I sit front and center so the client could see me and I could see the amazing process they have. If I were a client seeing a stranger at my very personal and intrusive meeting, I would wonder why I was not notified prior to the meeting - which the client clearly was not notified.

    It all left a horrible taste in my mouth. They ended up ghosting me, which saved me from sending a "I am no longer interested" email. That in and of itself was also a red flag. The fact that they asked me to spend 7 hours with them and then not have the decency to update me on the status of my application.

    I dodged a bullet.

  16. Anonymous

    During my multiple rounds of interviews for my current job, one interview was with the HR rep who answered all those questions. But I agree the best time to ask is during the process, not later. As a hiring manager, I don't consider it awkward to ask about pre-planned PTO - life happens, it's understandable that things need to be planned in advance.

  17. Regina Brown

    Why is asking about PTO "embarrassing"?

    If they are offering the PTO, you need to know the parameter of that PTO. You need to know the parameter of this organization's time away from the office...period.

    If they are not able to meet your "out of office" needs, maybe they are not the right company for you...

  18. Janice Kall

    Very, very normal.

  19. Anonymous

    My company did this when we need a high level executive Leader. The entire management team had to agree on the person.

    It was the final interview though so I'd ask about that PTO when you're with the hiring manager or HR.

  20. EMILY KIKUE FRANK

    This is pretty common in higher ed. I had a presentation with my half-day interview, too.

    Regarding the PTO, I'd just go ahead and ask. Something like, "I find that my time away from work is important because when I take regular break, I'm able to do my best work. What does your PTO look like here?"

  21. Dr. Angela Honeycutt, DM

    Ask away any questions you have! You are interviewing them too (if they are a good fit for you). Long interview times are normal. I had one that lasted all day which included lunch. They need everyone on the board/management team to vet you out. Bring a notebook to take notes (on them/for you). This is a two-way street. Nothing to be nervous about. This is the rest of your life. Make good decisions for yourself.

  22. Lea Beatrice

    Would the answer to your question sway your decision to accept or decline an offer?

    I’d wait until you have the offer. I’ve never seen a company recant an offer because someone has PTO coming up.

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