After more than 15 years in the recruitment industry, I’ve noticed a clear trend—interview processes are becoming increasingly drawn out and complex. Many employers now rely on multiple stages, virtual interviews, and assessments, stretching what used to be a fairly straightforward hiring process into something much more time-consuming. But does it really have to be this way?
In a recent LinkedIn poll, I asked my network how they manage their interview processes. The results speak for themselves:
- Old school 1st & 2nd interview: 16%
- Informal chat first is best: 68%
- Assessments then 2 interviews: 16%
Clearly, the majority of respondents agree that an informal approach, such as a simple coffee chat, is the preferred way to break the ice before jumping into formal interviews.
At Axia Recruitment, we encourage our clients to start with an informal conversation—a face-to-face coffee chat—before moving on to any structured interview stages. Why? Because it not only saves time but also brings back the human connection that is so often lost in today’s overly automated and rigid hiring processes.
Why an Informal Chat Works Better
Here are the key reasons why a casual, informal chat can work wonders in the hiring process:
1. It’s Informal, Yet Insightful
An informal chat allows both the candidate and employer to interact in a relaxed setting, making it easier for both sides to get a real sense of each other. Without the pressure of a formal interview, candidates often feel more at ease, which leads to a more authentic conversation. Employers can gauge personality, communication style, and cultural fit in a natural way—something that’s much harder to achieve through a rigid assessment or interview.
2. It Saves Time
Let’s face it—interview processes can drag on. Endless rounds of interviews and assessments can take weeks, if not months, to complete. If the first stage is a formal interview and it turns out there’s no alignment, it can feel like wasted time for both the candidate and the hiring team.
An informal chat is a quick and effective way to determine whether there’s potential alignment before both sides invest more time into a structured interview process. If there’s a lack of fit, it’s easy to part ways early without going through a lengthy process that ultimately leads nowhere.
3. It Brings Back the Human Element
In today’s world, where automated hiring systems and virtual assessments often dominate, the personal touch is getting lost. While technology has undoubtedly streamlined certain aspects of recruitment, it has also de-personalised it to a degree. Having a face-to-face chat brings back that human connection and reminds both parties that hiring isn’t just about ticking boxes—it’s about finding the right people for the right roles.
Why the Complex Hiring Processes Aren’t Always Necessary
Many companies justify complex hiring processes by saying it ensures the best candidate is chosen. However, there’s growing evidence that lengthy processes may deter strong candidates, particularly in competitive industries where top talent can have multiple offers on the table. Candidates today are often looking for a seamless, efficient, and engaging experience, and when the process drags on, they might lose interest or accept another offer elsewhere.
Furthermore, extended processes can be off-putting to candidates who value transparency and efficiency. If your hiring timeline feels cumbersome, it might signal to candidates that your internal processes are equally slow, which could negatively impact your employer brand.
What You Told Us: Poll Results Breakdown
The results of my LinkedIn poll show a clear preference for simplicity:
- 68% of respondents believe an informal chat first is the best way to go. This approach is seen as more efficient and human-centered, allowing both parties to quickly assess whether it’s worth moving forward.
- 16% of voters still adhere to the traditional “1st and 2nd interview” model. While this approach is tried and tested, it can sometimes feel outdated in today’s fast-paced world where quick decision-making is essential.
- 16% prefer assessments followed by interviews. This method is often seen in more technical roles or industries where specific skills need to be tested upfront. While it’s valid for some sectors, it may not be necessary across the board, particularly for roles that are more reliant on cultural fit than technical ability.
How Should You Approach Your Interview Process?
The right approach to interviewing will depend on the nature of the role and the needs of your business, but here are a few general tips to keep in mind:
- Start with a simple chat. Whether it’s over coffee or a quick video call, an informal first meeting can save time and help build rapport from the start.
- Avoid overcomplicating the process. If you’re adding multiple layers of assessments and interviews, make sure each one adds clear value. A streamlined process is not only more efficient but also leaves a better impression on candidates.
- Keep the human touch. Even if you’re using automated hiring systems or assessments, remember that recruitment is ultimately about people. Personal interactions can reveal more about a candidate than any online test ever could.
Conclusion: Simplify to Succeed
The overwhelming response from my LinkedIn poll suggests that most professionals believe we need to return to a more straightforward, human-centered approach to hiring. While assessments and structured interviews have their place, they shouldn’t be the only tools in your recruitment toolkit.
At Axia Recruitment Group, we’re strong advocates of keeping the process simple, starting with an informal chat that allows both the candidate and employer to connect naturally. Not only does it save time, but it also helps preserve the personal connection that is vital to finding the right fit for your organisation.
What’s your take on the evolving interview process? If you’re ready to streamline your hiring while maintaining a personal touch, we’d love to help.
