6 Recruitment Process Improvements Made by Successful Recruiters This Year

In the ever-evolving world of recruitment, we asked six industry professionals, including senior technical recruiters and founders, for their unique insights on their recruitment process improvement strategies. From conducting simultaneous coding interviews to nurturing passive candidates with CRM, discover the innovative strategies they’ve implemented this year and how you can replicate them.

Conducting Simultaneous Coding Interviews

Sending out two coding interview requests simultaneously, instead of sequentially, offers several advantages for our software company’s recruitment process.

First, it accelerates the hiring timeline by engaging with multiple candidates in parallel, potentially reducing the overall time-to-fill for critical positions. This approach ensures that we don’t miss out on top talent who may have competing offers or limited availability.

Second, it allows for a more comprehensive evaluation of candidates by providing a broader pool to choose from. By conducting two interviews concurrently, we can compare and contrast the skills, problem-solving abilities, and cultural fit of candidates more effectively, ultimately leading to better hiring decisions.

In summary, conducting two coding interviews concurrently streamlines our hiring process, enhances our ability to make informed decisions, and positively impacts the candidate experience.

Marsh Sutherland, Senior Technical Recruiter, Ocient

Leveraging Data for Recruitment Efficiency

This year, I’ve been really leaning into data. I have found that the more I focus on things like the number of outreach messages I’m sending per candidate, the response rate, and testing new messages, the more impactful I am on hiring exceptional talent quickly. My interview-to-hire numbers also play a significant role.

Steph McDonald, Senior Technical Recruiter, HubSpot

Including Precision in Job Advertisements

We have addressed the issue of unsuitable overseas applications. By clearly stating in job adverts that applicants must currently have the permanent right to work in our country, we have significantly reduced the number of unqualified overseas workers. This has not only streamlined our recruitment workflow, saving valuable time and resources, but also minimized disappointment for applicants.

We can extend this strategy to other crucial eligibility criteria, such as specific qualifications or certifications. By being transparent and precise in job advertisements, hiring managers can create a more efficient and effective process that benefits both employers and potential employees.

Geoff Newman, Founder, Starget.co.uk

Providing Industry Intel to Clients

As a 20-plus-year veteran recruiter, it might be easy to think my skills don’t require sharpening. However, that would be boastful at a minimum, and at most, naïve. As any avid sports fan knows, Michael Jordan practiced daily throughout his illustrious career.

These past few years have been challenging for all of us. Companies are retaining their top talent, employees are vying for the best possible opportunity, and recruiters are attempting to stay relevant. With hiring slowing down, I found other ways to benefit clients.

The best way to do this is by providing added value. This is done by offering industry intel: sharing information about a new product introduction by their number one competitor, a recent merger or acquisition, or the hiring or layoff of key talent by others in the industry. The aim is for clients to see me as an extension of their team or a business consultant/partner, not just a vendor.

As the old adage says, your clients won’t care what you know if they know you don’t care.

Jamie McCann, Executive Recruiter, Cohen Partners

Integrating Virtual Reality in Recruitment

I can share that as virtual reality programs improve, I’m updating my acquisition strategy accordingly, and I think other recruiters can do so as well. Virtual reality programs are increasingly replacing on-the-job training, and this opens up the range for positions that used to require ample experience.

However, companies are sometimes still reticent to expand their hiring parameters. For challenging hires, it’s up to recruiters to walk companies through the quickly expanding field of virtual training programs and show them how this can help usher in a new generation of workers whose potential is under-reflected in hours spent on location or working with a specific software.

Linn Atiyeh, CEO, Bemana

Nurturing Passive Candidates with CRM

A significant improvement we implemented in our recruitment process this year involved leveraging a candidate relationship management (CRM) system to nurture passive candidates.

By systematically engaging with this talent pool through targeted content and updates about our agency and available opportunities, we’ve been able to keep them interested and engaged. This ongoing connection has proven crucial in quickly identifying and mobilizing candidates once suitable opportunities arise, reducing time-to-hire.

For replication, businesses can identify a CRM tool that aligns with their operational flow, ensure content is tailored, and communication is consistent, turning potential candidates into a ready-to-hire talent pipeline. This strategy fortifies talent acquisition, ensuring we have a robust and engaged candidate pool at all times.

Carlos Trillo, Founder and CEO, Evinex

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