The dangers of one stage interview processes

For recruiters, recruitment processes with just one stage of interviewing can be very appealing. Less time spent arranging interviews, and generally a quick process to manage with fewer decision makers for the applicant to please/upset. In most cases however, this is a false economy.

It may be convenient for an employer to reduce the time spent interviewing during busy periods or for urgent hiring requirements, and in some instances, such as when it’s for an interim assignment it’s also convenient and anticipated by the potential employee. But in other cases, these one stage processes often do not provide the opportunity for potential candidates to build up enough of a connection to the employer or hiring manager.

Recent recruitment industry surveys in the UK have shown that whilst demand for staff is on the increase, the availability of candidates is decreasing, which inevitably means that jobseekers who are actively interviewing will have more options to consider. Whilst on the one hand it’s important to move quickly in order to secure high calibre candidates, if the focus is all on speed of hire, the candidate engagement process will be compromised, which could lead to offers being rejected as candidates join competitor businesses.

For the instances when time is at a premium, adding in a 15 minute telephone interview to the recruitment process can make all the difference, even if only for the preferred applicant. It adds another layer of selection in to the process, giving the candidate confidence that they’re being selected on merit, not just availability, and crucially it allows them time to reflect on the opportunity after their first meeting, so they can follow up with any questions or raise any potential concerns they might have. The chances of them accepting any offer would undoubtedly increase and potentially save the employer having to go back to the drawing board.

Do you agree, or you do feel one interview should be sufficient to identify and attract the right candidate to your business? Please add your thoughts below.