Imagine this: A hiring manager calls a recruiter, requests a candidate, the recruiter makes one call, sets up one interview, and the perfect hire is made—just like that.
Sounds too good to be true, right?
For most recruitment professionals, the concept of One and Done Hiring feels like a myth. In reality, filling a role typically requires dozens (if not hundreds) of calls, screenings, and interviews before the right hire is made.
And yet… sometimes, lightning strikes.
Recently, I experienced a true One and Done Hiring—an exciting example of what’s possible when preparation meets opportunity. But while it can happen, it’s important to understand why it’s the exception, not the rule.
The Reality of One and Done Hiring
Recruitment isn’t just about finding a candidate—it’s about finding the right candidate. Behind every successful hire, there’s a lot of unseen effort:
✔️ Sourcing candidates: Reviewing databases, networking, and outreach to potential hires.
✔️ Screening applications: Ensuring candidates meet the job requirements and expectations.
✔️ Interview coordination: Scheduling, preparing, and conducting interviews.
✔️ Negotiations & offers: Aligning on salary, benefits, and expectations.
Most roles don’t get filled after a single phone call. The process often involves multiple touchpoints, and finding the perfect fit can take weeks or even months.
A Real Example of One and Done Hiring in Action
Right before Christmas, a colleague reached out with an urgent request:
They needed an IT Help Desk contractor—fast.
At that moment, one candidate immediately came to mind.
- I made the call.
- He was available.
- Resume sent, interview scheduled, offer made.
- And now? He’s been converted to a full-time hire.
While this might sound like luck, it wasn’t entirely by chance. A few key factors made it possible:
1. Strong Industry Relationships Matter
This wasn’t just a random candidate—it was someone already in my network. Years of building relationships with talent meant that when the right role came up, I already knew the perfect fit.
2. Urgency on the Client Side
The client had an immediate need, which meant fewer rounds of back-and-forth. When urgency is high, decision-making is streamlined.
3. Candidate Readiness
Not all great candidates are ready for an immediate job change. In this case, the candidate was:
✔️ Actively open to new opportunities
✔️ Qualified for the role
✔️ Available to start quickly
Why One and Done Hiring is Rare
For every one-call, one-hire success story, there are dozens of roles that require weeks of effort. Why?
- Job requirements are often highly specific—finding the right mix of skills and culture fit takes time.
- Candidates have their own timelines—even if they’re interested, notice periods, negotiations, and interviews add complexity.
- Hiring teams need multiple approvals—especially for senior or strategic roles.
The takeaway? One and Done is possible—but only when preparation meets opportunity.
Key Takeaways
- One and Done Hiring is real—but rare.
- A successful hire often depends on relationship building, preparation, and urgency.
- Strong talent pipelines and clear hiring processes can increase your chances of a fast hire.
- Even if a hire takes more than one step, following a smart, streamlined process leads to better long-term outcomes.
Ready to Make Faster, Smarter Hires?
Have you experienced One and Done Hiring—or do you want to? Let’s talk about how to set up your recruitment process to make faster, confident hiring decisions.
Connect with Debbie to explore how our customized recruitment solutions can help your next hire be the right one—maybe even in just one call.