Posted 1 day by Jonny Grange
A first stage interview plays a key role in shaping the quality of your shortlist. When it is structured well, it helps you decide early whether a candidate can meet the core needs of the role and whether progressing them is worth the time of your wider team. It also creates a clear and consistent experience for candidates, which reflects positively on your organisation.
Many employers treat this stage as an informal chat, but a more deliberate structure leads to stronger, quicker and more reliable decisions. In this blog, we outline what the first stage should achieve, why structure is essential, and how to run this conversation in a way that supports confident hiring.
If you are looking for the candidate perspective, you can read our guide on how to prepare for a first stage interview.
What a first stage interview should achieve
The first stage should give you enough insight to decide whether a candidate should move forward. You are not aiming to cover everything, but to confirm the fundamentals, assess motivation and give the candidate a clear sense of what to expect next.
Confirming core suitability early on
This stage is your chance to check whether the candidate meets the essential requirements of the role. Focus on their recent experience, relevant skills and ability to communicate clearly about their work. You want early evidence that they can manage the key responsibilities without extensive support.
When you assess the same core points for every candidate, you build a fair baseline for comparison. This creates a stronger foundation for later stages and reduces the risk of moving forward with someone who isn’t aligned with the role.
Gauging motivation and role alignment
Motivation is often tied to performance and retention, so it should be explored early in your process. The first stage is a good opportunity to understand what the candidate is looking for, what they value in a role and how your opportunity fits with their goals.
Clear, practical questions help you determine whether their expectations match the reality of the job. This allows you to identify strong long-term fits and filter out candidates who may disengage later.
Setting realistic expectations for the hiring process
Candidates should leave the first stage knowing what the next steps involve, how many stages there are and what you will assess later. Setting these expectations early supports engagement and helps candidates prepare properly.
A transparent overview also reflects well on your organisation. It shows that your hiring process is structured, well thought out and respectful of candidates' time.
Why structure matters at the first stage
A clear structure helps you make fair, consistent and well-informed decisions. It also ensures that every candidate has the same opportunity to demonstrate their suitability, which is important for both fairness and employer reputation.
Reducing bias and inconsistent decisions
Structure helps prevent decisions being influenced by instinct or first impressions. When you use the same questions, assessment points and scoring for each candidate, your decisions become more reliable and based on evidence rather than personal preference.
This consistency is especially important when several people are involved in hiring, as it ensures everyone works from the same criteria.
Saving time by screening effectively
A structured conversation makes it easier to identify unsuitable candidates early, which saves time for your team and helps keep your process moving. You avoid lengthy later-stage interviews with people who don’t meet the essentials, and you can focus more attention on genuine prospects.
Screening efficiently is particularly helpful when you are hiring at pace or managing a high volume of applications.
Giving candidates a positive hiring experience
Candidates form impressions quickly. A well-organised first stage shows professionalism and demonstrates that you take hiring seriously. When candidates understand the structure of the interview and feel informed throughout, they are more likely to stay engaged in the process.
Even those who are not successful will leave with a positive view of your organisation, which benefits your employer brand.
How to structure your first stage interview
A simple, repeatable structure keeps your interviews efficient and ensures you gather the insights you need without drifting off track. Below is a framework many employers find effective.
Start with a clear outline and purpose
Open the interview by explaining how the conversation will run. A short overview helps candidates settle and understand what you will focus on. It also sets a professional tone and shows that your process is planned and consistent.
This early clarity helps both sides align quickly and creates a smoother discussion.
Keep the conversation focused on essential criteria
Use this stage to assess only what you need to know now. Concentrate on the core skills, experience and behaviours that determine whether the candidate should progress. Avoid moving into areas that belong in later stages, such as technical assessments or detailed scenario work.
Staying focused gives you stronger insight into the essentials and keeps the interview manageable for everyone.
Use a mix of skill, motivation and role-fit questions
A balanced question set gives you a fuller picture of the candidate. Ask about their experience, the outcomes they have delivered and their preferred ways of working. Pair this with questions that explore their career goals and what they are looking for in a new role.
This combination helps you judge capability, engagement and potential team fit.
Leave space for the candidate’s questions
Every first stage interview should include time for the candidate to ask their own questions. Their questions often reveal what matters most to them, where they may need clarity and how well they have understood the role.
This part of the interview also reinforces that hiring is a two-way process and helps candidates make an informed decision about moving forward.
Close with clarity on next steps and timelines
Finish by explaining the next stage, what you will assess and when they can expect feedback. Clear communication reduces uncertainty and helps maintain momentum.
It also shows organisation and respect for the candidate’s time, which can influence how they view your company.
What to prepare before speaking to a candidate
Your preparation influences the quality of the interview. When you take time to review the essentials, you ask better questions and evaluate candidates more consistently.
Review the job requirements and success criteria
Before the interview, revisit the key responsibilities and the outcomes you expect the role to deliver. This ensures your questions focus on what matters most and prevents you from being influenced by less relevant details.
Clear success criteria also make it easier to compare candidates after the interview.
Read the CV with a consistent scoring approach
Review each CV using the same method, whether you score against defined criteria or use a structured checklist. Look for recent experience, measurable achievements and signs that the candidate has handled similar responsibilities.
This consistency supports fair assessment and gives you a reliable base for comparison.
Agree roles and responsibilities if interviewing as a pair
If two people are interviewing, decide who leads each part of the discussion. A planned approach avoids overlap, keeps the interview flowing and ensures all key areas are covered.
It also creates a more organised experience for candidates, which reflects positively on your hiring process.
Common first stage interview mistakes to avoid
Even small errors at this stage can affect decision quality and candidate engagement. Being aware of the common issues helps you run more effective interviews.
Overloading the conversation with too many topics
Trying to cover everything in one interview leads to rushed questions and limited depth. This makes it harder to accurately assess candidates and can leave both sides overwhelmed.
Keeping the discussion focused on essential points gives you clearer, more meaningful insight.
Not giving candidates enough information to stay engaged
Candidates need clarity to make informed decisions. If you don’t explain the role, expectations or hiring process properly, candidates may feel uncertain or lose interest.
Providing the right amount of context helps maintain engagement and supports a better-quality conversation.
Making decisions without documented reasoning
Relying on memory or general impressions creates inconsistent decisions. Without notes or a scoring system, comparing candidates fairly becomes difficult.
Documenting your reasoning ensures transparency and supports more reliable decision-making across your team.
How to evaluate candidates after the first stage
Once all interviews are complete, a structured evaluation process helps you make confident, evidence-led decisions.
Score candidates fairly against defined criteria
Use your agreed criteria to score each candidate. Focus on the core skills and behaviours you identified during preparation. Scoring keeps discussions objective and allows your team to work from the same reference point.
This is especially valuable when you have multiple strong candidates or several interviewers involved.
Capture useful notes for future interviews
Record key points from the conversation, including strengths, concerns and areas that need further exploration. Keep notes factual and linked to the role.
These notes help guide later stages, avoid repetition and maintain a smooth experience for candidates.
Decide whether the candidate should progress and why
With scores and notes in place, you can make a clear decision about next steps. Your reasoning should tie back to the criteria you defined at the outset.
Being consistent at this stage strengthens your hiring process and ensures you are ready to give constructive feedback when needed.
A structured first stage interview helps you assess suitability quickly and fairly. When you prepare well, use consistent criteria and keep the conversation focused on the essentials, you build a reliable basis for progression decisions. This improves the accuracy of your hiring and creates a more positive experience for candidates.
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