r/interviews • u/SuspiciousLog5554 • 23h ago
Recruiter here, What would actually make the hiring process better for you?
Hi everyone,
I’ve been recruiting in the tech industry for about 5 years now, mainly for mid-to-senior engineering and product roles across the U.S. and Europe. Over time, I’ve realized that while we recruiters see things one way, candidates often have a very different experience.
I’d like to hear from you directly:
– What’s one thing you wish recruiters would stop doing?
– And what’s one thing you’d like to see more of in the hiring process?
I’m genuinely looking to better understand where we can improve, communication, transparency, interview prep, or even the way we reach out. Honest, constructive feedback is very welcome.
Thanks in advance for sharing your thoughts. I’ll be reading through all the comments and replying where I can.
Appreciative recruiter trying to do better
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u/Mysterious-Fun8682 22h ago
You don't need 5-8 interviews to hire us, along with assessments, case studies, take home assignments, panel interviews, etc.
Stop accepting job applications when you're close to making an offer!!!
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u/backnarkle48 22h ago
Stop accepting job applications when you're close to making an offer!!!
THIS. It's like airlines overbooking!
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u/Several_Priority_824 13h ago
TBH I think they probably do, and it's not their fault. I think the internet has made it too easy to apply, and it's impossible to validate everything on a resume. So they have to run a few screens just to make sure you aren't BSing before the real round of interviews.
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u/Ok-Assistance4133 23h ago
Stop AI resume filtering and culture fit assessments that are invasive and don't tell you anything about how well a person fits with a team.
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u/OnlyThePhantomKnows 21h ago
1) Please re-enter ALL your job data into our web form. I am a consultant/startup person. 40 years of 3 month to 2 year jobs. You want dates? Some were part time and I'd work 2 and 3 at the same time. Sometimes there'd be a month or two between work with a particular client. I'd be one of the founders of a company and need to work as a consultant while we drummed up money. Some companies I founded lasted 15 years, but never were able to pay us consistently, so I consulted and that is twenty years ago.
I literally walk away from companies that do this.
2) Mismatched agenda. This is mainly on the body shop, but I got an interview with a company, they thought they were interviewing for full time. I was contract only at that point. Follow on: Reaching out three months later to hire me as contract. Uncool. It implies that I am going to take that long to find a job.
3) Not being honest with timelines. If you are going to take a month to get through the resumes to start interviewing, TELL ME. It may be okay. It may not. If not, we can save a lot of time.
4) Not being honest about the number of rounds, especially face to face. An interview means a half day of PTO or more. "It's only an hour zoom call" No. It is an hour of prep. And hour of call. And an hour afterwards. I don't care if it is a phone screen and 4 hour gauntlet if it is one and done. I won't do more than 3 rounds, even interviewing for C class positions.
5) Have a "we got your resume", "you passed/failed automated", and "a human said yes/no" emails. Understanding why we failed to get interviewed is critical. Sometimes top talent people have shitty resumes. As someone who has hired plenty of engineers, it is more typical for the elite engineer to have a shitty resume. Follow on: Have a "we have received too many resumes. Yours was received after cutting off" email.
6) DON'T post false reqs. I've been handed a resume, told we are going to hire this person, but the company has a policy of open recruitment. My task was to write a job req that fit him perfectly that no one else would qualify for. (Someone other than the hiring manager/friend had to write it) WHY? It wastes people's time. When people meet 95% of the false req, and don't even get an interview, it depresses people. I had a friend of a friend ask me about that req. They applied and wondered why. My answer since I was a company officer was, "We ended up hiring someone who fit it perfectly."
7) DON'T ASK for more years of experience than the position. Entry level with 3 years job related experience in ... Come on! That's not entry level. 5+ years of team management for an individual contributor (engineer) role.
8) DONT ASK THE IMPOSSIBLE. An example. A company posted we need 5 years experience in <language> The author of the language applied and said, "I am sorry I don't have 5 years of experience in <language>, I only invented it 3 years ago. This is not an urban legend. I got the story over a beer from the author.
9) Don't list remote if it isn't. Hybrid is not remote.
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u/big_data_mike 13h ago
For #8 did he get the job? I’ve heard of companies asking for 5 years of experience with ______ and ______ is only 3 years old but the actual AUTHOR!?!?!
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u/OnlyThePhantomKnows 11h ago
He applied to prove a point. He was pissed. Piss off a smart person and they will interview just to make the point.
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u/These-Maintenance-51 22h ago
- No AI: If I go to a job posting and click Apply, I don't want some stupid chatbot to popup trying to automate the process.
- No one way video interviews: If I apply for a position and get an email saying "Please record yourself doing an introduction video", the process is over for me. If a company and recruiter can't give me a half hour for an introduction, they're not worth it.
- Maximum 4 interviews: This includes the intro interview with you. I only need the intro with you, an interview with the hiring manager, and an interview with a peer or two. There is absolutely no need for me to interview with someone 2+ levels above me or anyone that's not even on the team just because I might be doing work for/with them.
- List a salary range: I'm not talking about $10,000 - $150,000 just because it's a legal requirement. I shouldn't be having to guess a number in an ambiguous range.
- If you're using Workday: For God's sake, if your company is shitty enough to use Workday, at least have it configured and setup properly. Don't just vomit out the default setup because it sucks and isn't user friendly. I've worked with TA systems and Workday is by far the worst for the applicant.
- Have substitutes: All too often I'm in the interview process and it grinds to a screeching halt because someone is on vacation.
- Don't ask for references: This is honestly pointless because people can just give you the name and number of anyone.
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u/revarta 23h ago
Hey, great question! One thing candidates usually dislike is ghosting - if a candidate isn't moving forward, a quick update is much appreciated. For improvements, more transparency about the role's challenges and growth opportunities can make a huge difference. It helps candidates figure out if the role is really a good fit and aligns with their career goals.
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u/Hertje73 21h ago
During first interview there are suddenly new requirements that were not in the job posting at all or have nothing to do with the job, and of course I don’t have them…
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u/That_Flight_6813 17h ago
Yes doing a behavioural interview when half the questions pertain to the skills listed under "nice to have".
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u/Dazzling-Register4 23h ago
Stop using AI interviews Stop having a prescreen call before scheduling a call with the recruiter A call is fine, I don’t need a video interview for the prescreen or screen Please don’t make me read my resume to you. Don’t hide the salary Don’t hide the company Don’t hide benefits
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u/mangerio 20h ago
This might be too far but I think giving candidates the interview questions beforehand is helpful
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u/QualityAdorable5902 23h ago
More often than not when a recruiter calls about a job I’ve applied for, and I spend up to 30 mins on the phone with them, they put me forward and then I never hear anything back.
Just common courtesy I think. Appalling treatment when you actually invest time with them, as soon as they realise no money is to be made they ghost you.
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u/Worldly_End_4434 21h ago
3-4 interviews max. I validate with another peer what I saw; if they feel the same go to VP. If BP checks make an offer.
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u/mostlymeanswell 19h ago
Don't ghost. Along with this sentiment, if you received my resume and acknowledge said receipt, even via auto reply, but don't send a dispo letter if you choose not to interview me, this is still ghosting.
In the initial phone screen, or preferably in the initial contact, reiterate the salary range. I no longer apply for any job that doesn't include the salary range, but I've experienced a 'shift' in the range when the offer is extended. It's a bad look for the company, insulting to the candidate, and immediately erodes trust. I've declined offers as a result. Related: high-level description of the benefits package IS part of the salary.
Also, in the screen or initial contact, explain the hiring process. How many rounds? With whom? Focus of each round? Timeline - how long does it take from this contact to a decision? e.g., "it's 3 rounds, with these people and focusing on A, B, and C, respectively. We're hoping to extend an offer by X date."
Please stop relying on ATS and AI to screen applications / resumes. It's tedious, insulting, and exhausting trying to sort out how many of the key words in your JD I need to use in order to pass through the screen and how many is too many, also causing me to be rejected. Additionally, there's absolutely zero logic in forcing your candidates to rework their resumes to exactly match your requirements' verbiage. If I can read the bullet points and recognize synonyms and transferable skills but your ATS / AI can't, how many 'unicorns' are you missing out on just because ATS doesn't understand "collaborate with key stakeholders to define requirements" is the same skillset as "lead discovery sessions and document business requirements"?
Finally, thinking through the lens of IT, consider your process from the UX perspective and smooth out the sticking points that would make you, as a candidate see red flags about the company or abandon your process. Don't lose sight of the fact that we're interviewing you too.
Be ruthless in your assessment of the process and evaluate it as different personas: would a currently employed, passively looking but near perfect match get irritated by the process? What if you're a near perfect match but unemployed? Would you feel dejected by the lack of clarity or communication but fearful enough to move forward anyway? Will either of these candidates withdraw because of the process? If they stick it out, how likely are they to stay after being hired? Or will they jump at the first company that feels less... unscrupulous? Are your interviewers engaged and knowledgeable or does it feel like they're in the job market too? How responsive are the interviewers or HR to candidate questions? If they don't know, will they follow-up with the candidates after finding the answer? Teach them how to interview, provide interview guides and scoring rubrics to help them assess the candidates objectively. Are the interview guides even relevant for the position? Are they dated /outdated? Do they have inherent biases built into them? If you truly want to improve your processes, act as if you're the candidate and then adjust from there.
Good luck!
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u/Mysterious-Survey979 20h ago
Dont
- 5 Round interviews. This aint the conclave. 1 HR and 1 technical Interview should be enough for mid level positions
- ghosting
Do
- give clear timelines: like all first round interviews are scheduled between week 2-5, then feedback for the 2nd round and so on so dont expect to hear back from us before week 6
- tell us what the interview is about specially for the technical ones. Its a green flag if you outline topics and I come prepared.
- allow notes or presentations for online interviews
- give honest feedback but dont talk for 5 min about how good everything was but one little thing cost you the cut. Just say what you did not like in 2-3 sentences, done
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u/Feeling_Blueberry530 20h ago
Respect that an applicant's time is valuable and don't expect them to do hours of work just for the opportunity to appear before you.
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u/spudgoddess 19h ago
Please stop ghosting. I got ghosted once because the recruiter sent me to a website that wouldn't work. I let her.know, shesaid she'd get the correct url from the employer. Never heard back.
Stop. Using us. To farm. For contacts. Has happened to me way too many times.
Please stop asking us to send an updated copy of our resume. It's as up to date as it's gonna get, and that statement always makes me think the recruiter is contact farming.
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u/Jenkojim1 16h ago
Don’t:
Make people type out their resume into a template. If I’m submitting the resume just read that.
Ghost me. Please just say we don’t want you. Especially after a few steps. And don’t no show the interview.
Do:
Hire me
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u/Helpjuice 16h ago
The best thing a company can do:
- Provide actual title and pay range in the job description.
- One interview
- Never ask a candidate what they are currently making.
- Be up front about location, in-office requirements, travel requirements, PTO, contribution %, clawbacks, etc.
- Finishing of the entire process of waiting around hearing for an offer to max within two weeks of finishing the interview with 24 hours max to hear back if things are moving forward.
That is is, keep it simple and you are good to go.
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u/soft_white_yosemite 16h ago
If you send me a LinkedIn inMail, and I reply, reply back. Why get in touch in the first place if you don’t want to talk to me?
If it’s because you’re spamming inMail and treating the replies as applications … don’t.
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u/Reverse-Recruiterman 16h ago
No more applying to jobs. Just look at the LinkedIn profile and reach out.
Right now, the application process is one big data mining operation
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u/KaleidoscopeFine 14h ago
Better communication. I had an interview with a recruiter scheduled for 10:00 AM today. I waited in the zoom lobby for 25 minutes. He never showed. I emailed to let him know I’m available after 1pm if he has time.
No response. Finally heard back at 4:30 where he asked me if he could call right now. I said okay but it won’t be video since I’m away from my computer now. He said it’s fine. Still didn’t call until 4:50. The call was rushed and he didn’t even remember anything about me from my resume.
Just do better in general maybe?
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u/Ok_Chicken2600 21h ago
Recruiters should value quality over quantity. I often feel recruiters push people into interviews for jobs that are not a good fit. Probably because then they can tell companies "Look, I brought you X amount of candidates." and to job seekers "Look, I got you to interview with X amount of companies." I have never had a recruiter say "I don't know of a good job for you at the moment." Damn, such honesty would be appreciated.
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u/ATLienUnited 20h ago
More help with interview prep and info on format Frequent updates maybe check in every 2 days Feedback after each interview and feedback when not selected
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u/anid98 19h ago edited 19h ago
Recruiters meeting with hiring manager and understanding what exactly they are looking for. And not talking to candidates until they know hiring manager is seriously interested in the candidate for a screen. I’m seeing way too many recruiters call, ghost or push me for interview and then I find out hiring manager wants more experience in that area than what recruiter thought of.
Not more than 4 rounds and 4 hours of interviewing in total. If you want a case study and presentation, make most of the process about that and no more than two rounds of interview when there has to be a case study.
Not requiring applicants enter every little thing from their resume into the application again. You have a copy of the resume so read that.
Ask questions which show values and problem solving - not something that even the hiring manager is not completely sure of..
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u/Kongtai33 19h ago
Stop asking "tell me about this and that"...tell me about any disagreement you had with your colleagues and how you resolved it? maaaaan id go to hr! Or my boss...he/shes the manager and get paid to manage..i just wanna clock in, work and go home..then recruiter will think "oh this person is maybe hard to work with"..no i would call it efficiency. Instead of arguing id go straight to the boss..something like that✌🏼🤝🤪
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u/h0n3yd1p 19h ago
the ghosting is truly out of hand. if an HR employee can’t handle giving someone a rejection , they’re in the wrong field.
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u/OutrageousArrival701 19h ago
- ghosting. you assholes love doing that.
- there is no need for 5 rounds of interviews and case studies.
- stop using workday - why upload a resume then ask to fill out all details again.
- post the salary rage.
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u/AccomplishedLeg7951 18h ago
Honestly from someone abroad, in which the industries seem to go into the same directions:
● Don't ask if the Person would be ready to move nearby as soon as they are signing the contract (especially students or Starters) ● The question of working experience: Yes I see a reason of why, but honestly this is kind of overtaking in Internships aswell. How should you be able to gain called experience if you are not allowed to? ● Lesser rounds of Interviews or the General hiring process: I understand professionality and security is important, but applicants also have schedules and work for a living. I saw several companies which have around 4 to 5 Interviews + Case Assessment or a longer time of testing work. At some point you just read this and you won't apply (which I really understand) ● Honesty in the applications: If a Position is given away please don't set it still on search just to "look out" for the current market ● The question of remaining applications: Lets be honest, anyone looking for job actively will send out around 30 to 100 applications. ● One critique I have is the "ideal candidate": I hear a lot of time how you should apply and that companies are searching desperate. Still those companies look for a 100% Match and complain if they can't find it.
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u/Dreaeamer 17h ago
If you are already obsessed with one specific candidate, plz stop wasting other candidates time and just go ahead with the chosen one.
Also, give genuine and honest reasons/feedbacks when rejecting a candidate
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u/That_Flight_6813 17h ago edited 17h ago
Put the date and on the job posting. Put the salary on the job posting. Put the hiring timeline/process on the job posting (I have seen this recently, its awesome and really gives a good image of the company). If you plan to do a specific type of interview (behavioral, panel interview, whatever), say so. I don't care about feedback and actually would rather get none than some made up random shit, but don't ghost. If you are going on vacation have someone cover you and out a fucking out of office reply. And you need to do away with references but you especially need to do away with telling me who can/can't be my reference. My old boss is a medical doctor and a professor, i saw her a handful of times in the 5 years I worked at my old company and if I send her a reference form she wont get it filled out this decade. Im not asking my current boss for a reference you can't go straight to hell with that.
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u/Curious_Morris 16h ago
Accept that disagreement might be a good thing.
I was in an interviewer together with the hiring manager and a few other people who would work closely with the role.
The hiring manager said something and the candidate very professionally disagreed with the hiring manager and backed it up with how he could do that thing that the hiring manager said wasn’t expected because it was too difficult to overcome.
After the candidate left. We were about to discuss the candidate. The hiring manager said, “Did you see how respectfully he told me I was wrong and he had better ideas?”
The guy was pretty much a slam dunk candidate and is still thriving years later.
The hiring manager said that he knows he doesn’t know everything so he needs people who will tell him things like that.
I’m guessing if a HR recruiter was going by a script that they would have rejected the candidate.
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u/RealisticWinter650 16h ago
Keep all candidates up to date, whether chosen to go to the next stage of interviews or not.
A canned note of "<The company> decided to move forward and unfortunately, you have not been selected to proceed."
Just dont ghost us or leave us wondering endlessly.
A "no" answer is better than "no answer" .
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u/egreene6 16h ago
The one that annoys me the most is that you need to sound and look like you want to be there. I hate when I can feel someone’s energy especially phone screenings; and they sound like they’d rather be anywhere else. Which I’m sure you’d like to; but this is such a daunting experience as it is as a potential candidate; and sounding bored and unenthused and uninterested grinds my gears immensely.
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u/PreCallRoutines 15h ago
Communication and feedback.
If I’m not getting next steps, tell me and tell me why.
Extra points if you prep me for each interviewer… just small bits of info about the person I’m meeting.
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u/tls2671 14h ago
This is stupidly simple in my mind but 90% fail at it. Simply put do what you say you’re going to do it! AI TOOLS that read resumes are a joke and as a result firms miss great candidates.
Don’t treat candidates as a piece of meat for your commission. That’s just not cool. Been in business for many years. I can name 2 that were any good. The rest were cheap sales person looking for a quick buck
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u/Thick-Fly-5727 14h ago
More "keep warm" emails or notices. If no decision has been made, send a notice letting you know that you haven't yet heard feedback from hiring manager. Especially on Fridays, so candidates dont have to sweat over the weekend.
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u/ern0plus4 23h ago
What’s one thing you wish recruiters would stop doing?
Stop being incompetent in
- the recruitment process,
- domain knowledge (e.g. know the difference between C++ and C#).
And what’s one thing you’d like to see more of in the hiring process?
There're three type of testing developers:
- Leetcode and co. automatic stuff,
- take home assignments,
- online coding together.
Developers hate 1 or 2 of these, different ones. Let them choose.
Sorry, I'm asking too much. There's an easier thing, which I would happy with:
READ MY CV.
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u/backnarkle48 22h ago edited 18h ago
What’s one thing you wish recruiters would stop doing?
- stop asking irrelevant, canned, and shallow questions. For example: what is your strength/weakness; walk me through your resume/tell me about yourself?; How do you handle conflict?; the list goes on. First, everyone prepares for those answers, so they are not genuine. Second, they do not correlate to the success of a candidate once they're hired. The best way to prepare for interviewing a candidate is to cross-reference the qualities and characteristics of your best employees with questions whose answers most closely correspond to those qualities and characteristics. If your company values a growth mindset, ask questions that give the candidate an opportunity to demonstrate that mindset. "Tell me about a time when your employer's sales KPI was below water. What action or recommendation did you take/make to drive growth?" "Give me an example when you went above and beyond your expected job requirements and what were the results?" If teamwork and support is valued, ask how the candidate sacrificed his job/family life/holiday etc for the sake of the company or his manager.
And what’s one thing you’d like to see more of in the hiring process?
- All submitted resumes should be given a response within a week, yes or no. It would be nice for HR to provide a reason(s) for the rejection. State in the job advert the precise sequence of events of the hiring process including the expected days/week/months of the process. This includes number of rounds and with whom, time required, project/test, etc. All job adverts should contain annual salary ranges that are no greater than 10%.
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u/Accurate-Fig-3595 22h ago
Multiple, excessive numbers of interviews. I interviewed NINE times with one company, only to get the generic "no thanks" email. That is absurd. Limit the process to 3 interviews. Also these projects/case studies/take home assignments are something all candidates hate. It is clearly unpaid labor that benefits the company. They waste everyone's time, even the hiring company's. The data do not bear out any correlation between preemployment projects and success in the role. Just stop.
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u/talexbatreddit 20h ago
Low-balling and then passing the buck. I told the last recruiter I dealt with the lowest I'd take was X.
I then had a call *directly from the client* asking if I'd take a salary lower than X. WTF?
Don't do any of that.
So glad I was able to retire two years ago. I was getting really fed up with recruiters and with Team Leads who think they are God's Gift to Software Development. Please.
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u/Feeling_Blueberry530 20h ago
Treat people like they are human not robots parading around for you to judge.
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u/SuperTurtle222 18h ago
Don’t give us 20 fucking rounds just to say we need someone with experience in X. You saw from my CV I didn’t have experience in that specific software??? Why make me go 5 rounds
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u/ItenerantAdept 18h ago
Be upfront and honest about pay scales.
Ive been through the onboarding process with several companies, just to find out id be losing quite a bit of money if I worked for them, and not only does it waste the companies time, it wastes mine.
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u/FickleEngineering864 17h ago
Please stop ghosting. If the hiring manager is not providing the updates, just let us know. Transparency in a timely manner would be the best and only thing I would ask.
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u/rogerklarvin 12h ago
HONESTY and Feedback.
I've talked to several recruiters (>6) and they have all said "You've got great qualifications, you shouldn't be in the market very long...I just don't have anything for you right now".
When I ask for feedback on my resume, everyone has said "your resume is great", not one has given me any suggestions.
It's practically the same phrases.
They say whatever to placate me so they can add me to their database and get me off the phone.
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u/BadGroundbreaking189 21h ago
As a strong junior developer, I believe the thing that will put the ideal candidate above others in a very short amount of time is the ability to solve unique problems that few are capable of solving. In other words, make those brain teasers accessible to appliers in early stages of recruitment. Once you invite those bright candidates, ask about a nuance of that problem only someone who solved it themselves can answer in detail. That way the whole process will take no more than 3 rounds and you won't be wasting people's time either.
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u/DetroiterInTX 20h ago
Communication! And a way to check application status on-line (it amazes me the number of Fintechs that don’t have this functionality enabled).
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u/KarlJeffHart 17h ago
I'd like to see recruiters have more info about their health insurance besides just affirming that they have it.
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u/IntelligentMud1703 16h ago
Constructive feedback after interview rejection would be great though I understand not everyone has time for that. Nevertheless I have asked for this after every interview this time around and got 2 responses (out of 11)
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u/Afaqrehman98 12h ago
- The Job form should be simple, no account creation.
Some basic details + cv + motivation.
Feedback call / Email (Explaining why one was not selected)
Less round of interviews (Some companies have 5 rounds, I mean how much hectic it becomes for a candidate for this much of rounds)
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u/landandrow 12h ago
I appreciate you asking this question and wanting to improve the process. From a candidate’s perspective, here are a few things that would make a huge difference:
Please don’t ghost. Even an automated “thank you, but not moving forward” message is better than silence. Many applications don’t get any acknowledgment beyond the initial “we received your application,” which is discouraging.
Don’t post roles that aren’t truly open. It feels like unnecessary data collection when a position isn’t actually being hired for.
Keep applications simple. A résumé, contact info, and maybe a cover letter should be enough. Having to re-enter every job detail into a form and upload a résumé feels redundant and frustrating.
Provide feedback after interviews. Even a short note on why someone wasn’t selected is incredibly valuable. And on the interviewer side—please ensure interviewers are prepared and engaged. Being met with disinterest really stands out in a negative way.
Limit the number of rounds. Four rounds should be the max. Beyond that, it feels like indecision or breadcrumbing, which will push quality candidates away.
I know not all of this is fully in a recruiter’s control, but even small steps in these areas would really improve the candidate experience.
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u/dog-jl2008 11h ago
Honestly just not to ghost us, explain why we weren’t chosen, keeping the job application open for too long AND doing interviews when you are about to offer the position to someone else regardless because you just waisted the other persons time and hopes, and please do not do multiple rounds of interviews for one role! It’s not a CEO like position for just an entry level role must of the time
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u/DruidElfStar 11h ago
I wish recruiters would relax on the bias and stop being so condescending in interviews. That can’t necessarily be controlled, but that’s probably my number one big issue with interviews.
I wish there was better communication instead of jobs ghosting or interviewing, then reposting the job.
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u/slutty_daddypig 11h ago
I agree with the ghosting. If you don't have the role for somebody, just say that you're supposed to be our employer. If an employer is already being fishy before you even have the job, that just doesn't seem right with me. We understand that agencies go through a lot of people, but communication is the key and another thing is be clear about the role and the activities you're doing in the role on your job ads. When roles are usually very Vogue with the tasks and what you will be doing, it's usually because nobody wants to do that
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u/slutty_daddypig 11h ago
And if you're paying a good wage, advertise your good wage. So many of these companies say industry standard wage and what the hell is that it's usually whatever the hell they think it is. There is no industry standard wage. There's maybe a national average
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u/edixtor93 10h ago
Its been said, but needs to be said as much as possible. Don't ghost, just for the love of god, reply saying I didn't get the job.
Do: This one is a bit much to ask but it would go very much a long way. Provide feedback. What worked, what didn't, how could have I done better or how can I improve...
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u/KrispyKreme725 10h ago
Here’s a better idea. Go apply for jobs. Take the resume of someone that’s applied to you and try to get interviews with it. Hell not using AI adjust the resume to match the job perfect. Rinse and repeat 100 times and see how many calls you get. I bet it’s less than 5. You’ll hear rejections from maybe another 5 and silence for 90.
Don’t waste our time. If you have a job opening then accept resumes and look at them. Send a message thanking them for time and move on. Every piece of paper is a person looking for food on their table and a roof over their head. The least you could do is give their resume 30 seconds.
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u/emmnowa 7h ago
I know it's not possible to give everyone a chance. But it's entirely possible to be TRANSPARENT. I've applied for 300 jobs this year and maybe 3 of them had a description of the interview process on the application. You (or I guess hiring managers) can say on the application, "It will take X weeks to process applications. Then we will conduct phone interviews. Then after Y weeks, we will do Zoom interviews. Then after another Z weeks, we will do panel interviews". I LOVE knowing what to expect and when to expect it. At least give a range if it's not feasible to give an exact number. And if you can't give any number, at least give the steps. I've been blindsided by take-home projects and extended interview processes. Why can't I at least know what the steps are?
TLDR Give candidates an idea of what will happen and when
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u/penguinseatingslugs 5h ago
Honestly? Eliminating your job. It shouldn't exist; you do nothing companies cannot and should not be doing themselves.
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u/Dapper_Tone2455 3h ago
Transparency after every step about how long the deliberation process takes and about how long it will take for them to get back to you with an update after every portion is over. Over communicating is better than not over communicating.
Transparency about salary. Don’t tell someone you can pay them $120k and then say $115k when you give an offer which now cannot be negotiated. Why? Be true to your word. Don’t put them through a process when that could be part of their decision to see it through, too.
PLEASE DO NOT TAKE FOREVER TO REACH OUT TO THEM IF YOU ARE INTERESTED.
Fast track applicant processes where available and needed.
Give real insight into company culture and perks early on, send those documents so long as it is legal to.
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u/Euphoric-Golf-8579 2h ago edited 2h ago
- If you are not interested in tenured candidates just mention it clearly. Ex: overall experience should not exceed 10 years.
I have 12 yoe. I've been applying to some companies since last 2 months even for the exact match roles but no response.
Mention clearly how long you take to filter the resumes. a week, a month or an year?. please mention it . and also mention if you are going to send a message or ghost the applicants.
Mention only the important skill set that you want. max to 6 to 10 lines mandatory and preferred. I see 2 to 3 pages of requirements and expectations.
why? are you sending me to mars?
Mention the salary range for every role. mention experience wise. ex: 2 yrs: 10k . 4 yrs: 15k. This saves lot of time for both parties.
Mention the whole hiring process. mention the time you take from selecting the resume, interview schedules to final offer. that will help both parties.
finally please send an auto email if resume is not selected. I spend atleast 2 hrs to understand the role, check if skills match and to know about the company before applying.
That doesn't mean you send a declined email after 3 months after applying.
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u/heinrich6745 1h ago
I agree with a ton of people here but I'd also like to mention that you need to work with people schedules for interviews when people work very long hours and I'm talking 10-16hr shifts 5 to 6 days a week...
We literally have to either do these interviews on the clock and hide or on our lunch break but some go way past the lunch break duration and then an option for us would be after the normal person working hours say 5pm.
Maube even take a full day off with a point or pto if we have it..... Google for example has 3 to 4 interviews in a single day each being 45 minutes each and 15 minute breaks on between... There is no normal way to do this on a work day let alone a weekend or day off or past normal work hours especially for those eof us trying to break into the field and switch sides.
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u/soundman32 1h ago
Every poll on this has "put the salary on the advert" as the top request and your industry still ignores it. I know all the excuses and they are all wrong. Why not buck the trend?
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u/crash281 28m ago
As an engineer the thing that bugs me the most is getting emails, calls and texts for mechanic positions...they say they have seen my resume but I've never done mechanic type work...always engineering...I'm not interested in a mech job paying $25/hour...sorry but that's a waste of everyone's time...I'm not remotely qualified for that kind of job, so please just reach out with engineering related work
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u/EnvironmentalPace448 16m ago
Just post your salary range. Or at least disclose it verbally once the process begins. Nobody wants to to feel their new employer is trying to score one right out of the gate.
Recruiter, I'd like to know what your reaction is to the feedback. Particularly around ghosting, but generally to what you read, as trends emerged. Quid pro quo.
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u/No-Marsupial-6893 23h ago
What is this “we”? You mean your company? Because you’re not going to influence the recruiting field with a Reddit post.
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u/narkohammer 23h ago
Don't:
Do: