I do remember a phone contact but didn't believe it was an interview. Maybe that's a new addition. I just got an invite to the group interview, maybe because I had experience?
It was my belief that the drug test paperwork was offered to everyone from the group interview that vaguely looked promising. It was handed to a candidate as he/she was leaving the conference room. (I didn't observe the departures so not sure if everyone got one). Kinda like the old typing test. If you didn't hit the minimum, you were politely excused as it was the first level of screening. I don't think they care about multiple testing costs as they have lab contracts as a contingency already in place. It's just the basic screening level for their process of elimination.
I was from out of town and was not a current airlines employee at the time. I also didn't have a degree like just a couple of others. There were about 10 candidates. I raised what I thought were valid questions about how irregular ops were handled at B6. That was too much discussion for a group screening interview and probably worked against me.
I also could see the more contemporary rapport between the eventual "winners" and the HR person. The HR peeps are young and they are looking more for a connection they like. An answer to a question that succombs to referring to a boyfriend is more interesting to them than reference to a husband, in Iraq, for instance. Later when I found out who was selected, I agreed with one (former AA employee) but not the other but she was the one who made that "she's cool" connection.
You really have to have your game on. Now I say that because although my US interview was twice as thorough, you gotta try to figure out what the HR "game" is. Although I was hoping to survive to the next level, I actually felt sorry for a gal who didn't represent well. The discussion pegged her as she had little experience and began to lose confidence.