The recent viral story of a Noida-based technology professional enduring an eight-hour interview marathon for a modest salary package has reignited debate about fair hiring practices in India's job market. The incident, which reportedly ended with discourteous treatment from the company's CEO, underscores a troubling pattern in how some organizations approach recruitment, particularly for entry-level and mid-level positions.
The Rise of Marathon Interview Processes
Walk-in interviews and extended assessment sessions have become increasingly common across Indian cities, particularly in the technology and business process outsourcing sectors. While comprehensive evaluation of candidates serves legitimate business purposes, multi-hour sessions for positions offering compensation below market standards raise questions about respect for candidates' time and dignity.
Companies often justify lengthy interview processes as necessary to assess cultural fit, technical competency, and problem-solving abilities. However, when such processes span an entire workday for roles offering annual packages around ₹3 lakh—below the average salary for experienced professionals in major metros—the imbalance becomes stark.
Understanding the ₹3 LPA Reality
An annual compensation of ₹3 lakh translates to approximately ₹25,000 per month before taxes and deductions. In cities like Noida, where living costs have risen substantially, this salary barely covers basic expenses including rent, transportation, and food for a single person, let alone a family.
For context, entry-level engineering graduates from tier-2 and tier-3 colleges often receive starting offers ranging from ₹3-5 lakh annually. Experienced professionals with 2-3 years in the industry typically command significantly higher compensation. The disconnect between the extensive interview process and the modest compensation package suggests either unrealistic employer expectations or undervaluation of skilled labor.
Red Flags in the Hiring Process
Several warning signs emerge from such incidents that job seekers should recognize:
- Interview processes lasting more than 3-4 hours without clear justification or breaks
- Multiple rounds with no indication of timeline or next steps
- Unprofessional behavior from senior leadership during final rounds
- Lack of transparency about compensation until late in the process
- Absence of structured feedback or clear evaluation criteria
- Requests for unpaid work assignments or extensive case studies
The Power Imbalance in Job Markets
India's job market, with millions of qualified candidates competing for limited positions, creates inherent power imbalances. Employers sometimes exploit this dynamic, implementing processes that would be unacceptable in markets with greater worker bargaining power. The desperation many job seekers feel, particularly after career gaps or job losses, makes them vulnerable to exploitative practices.
This imbalance becomes particularly pronounced in tier-2 and tier-3 cities, where employment options may be more limited compared to major metropolitan areas. Companies operating in these markets sometimes take advantage of reduced competition to impose unreasonable conditions on candidates.
What Constitutes Professional Interview Conduct
Industry best practices suggest that most positions can be adequately evaluated through 2-3 rounds of interviews, collectively spanning 2-4 hours. These typically include:
- An initial HR screening (30-45 minutes)
- Technical or functional assessment (1-2 hours)
- Final round with hiring manager or leadership (30-60 minutes)
Any process significantly exceeding this framework should provide clear justification, adequate breaks, refreshments, and compensation for the candidate's time, particularly if work samples or presentations are required.
Recourse for Job Seekers
While legal protections for job candidates during the interview process remain limited in India, professionals can take steps to protect themselves:
- Research companies thoroughly using platforms like Glassdoor and AmbitionBox
- Set clear boundaries about time commitment before attending interviews
- Request detailed information about the interview structure in advance
- Walk away from processes that show disrespect for your time or dignity
- Share experiences on professional platforms to warn other candidates
- Consider the interview experience as a preview of company culture
The Broader Implications
Such incidents reflect larger issues within India's employment ecosystem, including unrealistic employer expectations, undervaluation of skilled professionals, and insufficient worker protections. As India's economy grows and skill gaps widen in technology and other sectors, the balance must eventually shift toward treating candidates as valuable partners rather than disposable resources.
Companies that fail to evolve their hiring practices risk losing quality talent to organizations that demonstrate respect and professionalism throughout the recruitment process. In an increasingly connected world where employer reputations spread quickly through social media and professional networks, exploitative practices carry reputational costs that can impact long-term talent acquisition.
The path forward requires both regulatory attention to unfair hiring practices and cultural change within organizations to recognize that how you treat candidates—regardless of desperation on either side—reflects fundamental values that permeate the entire workplace.
