The Sunday Interview: Are We Redefining the Boundaries of Work?
The alarm goes off early. Coffee in hand, presentation running through your mind, you prepare as if it were any other working day. Except it isn’t.
It’s Sunday, and instead of time with family or a moment to reset before the week ahead, you are heading into a job interview.
For now, this scenario is still relatively rare. It is a trend in its infancy rather than the norm. But it is starting to surface more frequently, and that alone makes it worth paying attention to.
Across sectors, and increasingly within the built environment, hiring expectations are shifting. As competition for top talent intensifies and AI accelerates both the volume and quality of applications, employers are adapting. For some, that means raising the bar. For others, it means stretching the boundaries of when and how candidates are assessed. Sunday interviews and extended “assessments” are no longer reserved purely for senior appointments. They are beginning to filter into broader hiring processes.
From an employer’s perspective, the reasoning is clear. A single role can attract hundreds of applications, many highly tailored and, at times, AI-assisted. Distinguishing genuine capability from a well-crafted CV is becoming increasingly difficult. More immersive processes, such as presentations or work trials, offer deeper insight into how someone operates in practice.
For candidates, there can be an upside. Being available for a Sunday interview or going the extra mile with a work trial can give you a genuine edge over others in a competitive process. It demonstrates commitment, flexibility, and intent. In a crowded market, those small differentiators can make all the difference.
But it does naturally lead to a bigger question. If you are expected to show that level of flexibility during the hiring process, will it be expected once you are in the role?
From my own perspective, I have felt how easily boundaries can shift. With my children currently studying for exams, our household routine has changed. Evenings and weekends have become quieter, more focused. On paper, that has created more opportunity to work outside traditional hours. In reality, it has also blurred the lines between work and home life in a way that is difficult to ignore.
And that is where this trend needs careful consideration.
For candidates already in full-time roles, preparing presentations, attending interviews, or completing unpaid work trials outside of working hours introduces additional pressure. It also raises questions around fairness. Those between roles may have more flexibility, while others are balancing demanding jobs, family commitments, or both.
There is also a cultural signal being sent, whether intentional or not. Recruitment is often the first real insight into how a business operates. If the process consistently encroaches on personal time, it can shape perceptions about expectations once someone joins.
In industries like construction and property, where delivery pressures are already high, the risk of normalising “always on” behaviour is very real. Many professionals are already working at pace. Extending that expectation into the hiring process could reinforce a culture that is difficult to sustain long term.
That said, Sunday interviews and work trials are not inherently negative. In some cases, they offer flexibility. In others, they provide a practical way to accommodate busy schedules. The key lies in how they are used.
The most effective processes remain rigorous but respectful. They challenge candidates without overwhelming them. They provide genuine insight into the role while also reflecting the organisation’s values.
Because ultimately, recruitment is not just about securing the right hire. It is about setting expectations.
And while this trend may still be in its early stages, it raises an important question for both employers and candidates alike. Not just how far we are willing to go to secure the right opportunity, but what kind of working culture we are choosing to step into.
