One Interview or Two for Maintenance Engineers?
One Interview or Two for Maintenance Engineers?
When hiring Maintenance Engineers in the UK food and FMCG sectors, speed is often the difference between securing a top-tier engineer and losing them to a competitor.
At SimWest, a common question we get from hiring managers is: Should we run one interview or two?
While I’m a recruiter and not a multi-skilled engineer, I sit at the intersection of both worlds. Here’s what Engineering Managers and Maintenance Engineers are telling us right now.
The Case for the One-Stage Process: "Speed is a Skill"
In a high-pressure manufacturing environment, downtime is the enemy. A vacant role isn't just a gap on the rota; it’s an increased risk of a line stoppage.
What Engineering Managers say:
Many Engineering Managers lean towards one strong, well-planned interview, especially in food/FMCG Manufacturing environments where speed matters.
Common reasons:
- Downtime is real - vacant maintenance roles quickly increase breakdown/downtime risk.
- High-caliber engineers are often in multiple processes. A one-stage interview allows you to offer on the spot.
- If you get the right people in the room (Engineering + Ops) and include a 30-minute shop-floor walk, you’ve seen everything you need to see.
What Maintenance Engineers say:
Many engineers actively prefer one interview, particularly shift-based engineers.
Why?
- Easier to fit around nights, weekends, and rotating shifts
- Less time off, less travel, less uncertainty
- Feels decisive and respectful of their time
The Case for the Two-Stage Process: "Precision over Pace"
For highly automated sites or regulated environments, rushing a hire can be a costly mistake.
What Engineering Managers say:
On more complex or high-risk sites, two interviews can feel justified.
- Cultural vs. Technical: Stage one proves they can fix the machine; stage two proves they won't clash with the team or ignore safety and hygiene protocols.
- Stakeholder Buy-In: It ensures the Production Manager and QA lead are also aligned, reducing friction once the engineer starts.
What Maintenance Engineers say:
Some engineers value a second stage, especially when it includes:
- A proper site walk - a chance to see the real state of the plant, not just the "interview version."
- Meeting the wider team
- Seeing how engineering is treated day-to-day
From the candidate side: “I don’t want surprises after I start. Two interviews can give me confidence it’s the right move.”
Why Processes Fail (The "Ghosting" Zone)
It isn't the number of interviews that loses candidates, it’s the friction. Candidates drop out when:
- There is a big gap between stages.
- The second interview repeats the exact same questions as the first.
- The reason for the second stage isn't explained.
SimWest’s alternative approach to Two-Stage Interviews
If you’re not in a position to cover everything in a single well-structured interview session, don't let the process drag into weeks. To win the engineering talent war in 2026, we recommend a high-momentum hybrid approach.
By utilising a 15-30 minute technical screening call (via phone/video), you can filter core competences, followed by a high-impact on-site visit that includes:
- Behavioural & Technical Q&A: A deep dive into past experiences and safety mindsets.
- The "Walk the Line" Assessment: A practical tour where you see how they think, troubleshoot, and interact with the machinery in real-time.
- Stakeholder Integration: A brief, informal "meet the team" session to ensure cultural alignment.
The goal isn’t to interview less; it’s to interview smarter - securing the best talent before your competition does.
ABOUT THE AUTHOR
Stephen Simpson
Stephen is the founder and Director of SimWest Engineering Recruitment, a specialist firm dedicated to connecting UK manufacturing hubs with elite technical talent.
With over 17 years of experience in the engineering recruitment sector, Stephen has become a trusted advisor manufacturers across the Food & Beverage, FMCG and Special Purpose Machinery sectors.
Through the SimWest blog, Stephen leverages his extensive network and market data shares industry insights, hiring advice, and career guidance to help engineering professionals and manufacturing businesses make better recruitment decisions.
