r/interviews • u/SuspiciousLog5554 • 1d 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/landandrow 19h 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:

  1. 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.

  2. Don’t post roles that aren’t truly open. It feels like unnecessary data collection when a position isn’t actually being hired for.

  3. 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.

  4. 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.

  5. 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.