Getting the best out of your recruiting process

recruiting team working in an office

TL;DR: Focused on getting the best out of a recruiting process for candidates, this blog note outlines five key pointers that talent in any area, yet particularly in tech, should consider during hiring. From time management to effective communication, the article stresses the importance of asking questions and having a future scope clear before coming on board usual video interviews during a process of recruitment.

According to Trading Economics, there were 10.1 million job openings as of August 2022 in the United States alone. Yet, available positions also failed to meet worker qualifications during the period.

Going through a hiring process is hopefully only needed a few times in our professional lives. Yet, when we go through a recruiting process, the wait can be long, the opportunities might have narrowed, we can be at a state of desperation looking for a new stable position on which to rely for numerous reasons, and it can all feel like just a little too much. In this scenario and during any regular process of recruitment, there’s still a lot to be done to ensure we get the best out of our recruitment processes.

Over this blog today, we’re unveiling five key pointers on real opportunities that lie behind a genuine and in-depth understanding of not just a project, client, or company’s value, but also the potential behind any given recruiting process.

Five key pointers to get the best out of our recruitment processes

#1: Know recruitment is expensive.

The Society of Human Resource Management has estimated the average cost per hire at close to $5,000. Due to this commonly high hiring cost, most companies typically invest and prefer recruiting referees. It’s simply much more cost-efficient.

Seek to be referred to a company that sounds like your right cultural and professional fit to get the best out of your recruiting processes.If a friend or someone you know can give you a great recommendation not only that your potential employer is a good fit for you, but that you, too, could be a great fit for a company, you’ll have leaped countless hours and efforts into securing a position that is a true win-win for everyone involved. Your friends or referees can also make a buck in the process!

Feel free to check out our Referral Program while we’re at it.

#2: Time management matters in remote work

Being able to manage how we make use of our time is a crucial asset in remote work scenarios, especially around project management. Yet, effective collaboration in a remote setting truly calls for professionals who can balance their tasks, time, and duties in a way that moves projects forward with very little supervision. Hiring managers have confessed to having trouble locating such individuals.

From an adequate sense of how to set priorities and knowing which tools (if any) are best to complete your tasks to any habits, circumstances, or actions you’ve identified that help you focus, lots of resources have been designed to ease how talent deliver results within expected timeframes. Show command of this aspect while talking to hiring managers as much as possible.

If this is not your forte, Forbes published a set of advice to level up your time management skills last year. You might want to go through it and start polishing your time management skills. This applies at any point of your career.

#3: The seriousness behind effective communication

Before going into an interview, however, truly ask yourself: Is the job description fully clear to you? Do you comprehend the duties that are expected of this particular role? Are you fit for the position? If any areas of a job description seem unclear or confusing, it’s much better to ask. Quite often, role descriptions or internal needs can be addressed over a hiring process with great ease.

What’s crucial to get the best out of our hiring processes to really command a high level of communication that lets you clear doubts as hiring managers also attain the scope that they need to make decisions with a decision.

For us at Nearsure, open communication is key for everything we do. Seek to be effective in our communications. Those speak loudly of your soft skills and could propel your next interview process.

#4: Be ready for a recruiting video interview

Research shows 60% of hiring managers use or have used video interviewing throughout a hiring process. Take this into account for your next round of interviews.

Set up a quiet space that allows uninterrupted communication. Prepare your environment and make sure your connectivity is top-notch, that your microphone and camera work, that the blur in your background is appropriate, and people can hear you just fine. In other words, go over all video interview basics to ensure a smooth initial connection with your potential employer.

#5: Ask away!

More importantly, ask yourself what you’d need to know. Commonly, we think there should be a balance between how much we ask and how much information on ourselves we give a potential new employer, right? To help define the boundaries to that healthy ratio, we’re outlining two key questions you should be asking during any recruiting process:

a. How projects will be managed

As a developer facing a potential recruitment with a tech company, for example, it would only be natural for you to want to know how your projects will be managed.

How often will you be switched between projects? To what kind of projects will you be exposed? What are the leadership structures making those projects work?

All these questions show you have a command of what goes on in the background of any nearshore remote working experience, for instance. The information would be great for you to have to truly understand what your role will look like.

Posing these sorts of questions can also let a hiring manager know just how familiar you are with the usual workings of a remote working scenario for project management.

As we stressed in our monthly LinkedIn newsletter for November of last year — for senior developers, especially — to get ahead of their interview, talent in tech need to “preemptively craft answers to some of the most important interview questions related to tech skills.” Showing how many tech and soft skills they possess, especially in particular areas and tech stacks, along with their background in team-focused projects can certainly go a very long way.

b. Future opportunities

It’s also perfectly okay to wonder about your future. Being concerned about your growth should align with companies nowadays that should be able to offer a steady, consistent, and clear career growth path for any candidate coming on board any position.

Not every opening around the globe has the option to scale, but, if you’re in tech and seeking to fill any of the increase hiring opportunities in this particular industry, check your options for your personal scaling and professional growth.

Recent mass layoffs may have left anyone out of a current job scared of ever finding a new meaningful position in tech. Yet, all related data on this topic points to a scaling year ahead.

Looking for a challenging project in which to grow professionally over the years? Check our open positions and company culture. With a 100% remote structure, we offer candidates a long-term relationship with Nearsure in meaningful projects for our region.