In the changing world of recruitment, we asked six industry pros, including senior technical recruiters and founders, to share their recruitment process improvements. From simultaneous coding interviews to CRM for recruitment, these ideas show how to reduce time to hire, improve candidate quality, and keep passive candidates engaged.

Conducting Simultaneous Coding Interviews

Sending two coding interview requests at the same time, instead of one after the other, offers a few clear benefits for our software company’s recruitment process.

First, it speeds up hiring by keeping several candidates in play at once. That helps us reduce time to fill for critical roles and avoid losing top talent to other offers or tight schedules.

Second, it supports a broader evaluation of candidates because a larger pool makes it easier to compare skills, problem solving, and cultural fit.

In short, concurrent coding interviews make the hiring process smoother, improve decisions, and support a better candidate experience.

Marsh Sutherland, Senior Technical Recruiter, Ocient

Using Data to Reduce Time to Hire

This year, I’ve leaned hard on data. I track how many outreach messages I send per candidate, how often people reply, and how well new messages perform. I also watch my interview-to-hire ratio closely.

This data-driven recruitment approach helps me spot what works, cut waste, and hire strong talent faster.

Steph McDonald, Senior Technical Recruiter, HubSpot

Job Ad Best Practices: Be Precise

We fixed a problem with unsuitable overseas applications. By stating in job ads that applicants must already have the permanent right to work in our country, we cut the number of unqualified overseas workers. This has streamlined our recruitment workflow, saved time and resources, and reduced disappointment for applicants.

We can extend this strategy to other key entry rules, such as specific qualifications or certifications. Clear, precise job ads help hiring teams run a faster, better process for both employers and candidates.

Geoff Newman, Founder, Starget.co.uk

Providing Industry Intel to Clients

As a recruiter with more than 20 years in the field, it may seem like my skills no longer need sharpening. But that would be far too confident, if not plain wrong. Like Michael Jordan practicing every day, good recruiters keep improving.

The last few years have been hard for everyone. Companies are holding on to their top talent, workers are chasing the best roles, and recruiters are trying to stay relevant. With hiring slower, I looked for other ways to help clients.

The best approach is to add value. That means sharing industry intel: a rival’s new product launch, a merger or acquisition, or a key hire or layoff of talent in the market. The goal is for clients to see me as part of their team, or as a business partner, not just a vendor.

As the old saying goes, clients will not care what you know if they do not know you care.

Jamie McCann, Executive Recruiter, Cohen Partners

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Virtual Reality in Recruitment

As virtual reality programs improve, I’m adjusting my acquisition strategy too, and other recruiters can do the same. Virtual reality in recruitment is growing as VR programs replace some on-the-job training, which opens more roles to people who may not have years of direct experience.

Some companies are still slow to widen their hiring rules. For tough roles, recruiters need to guide employers through the fast-growing world of virtual training and show how it can bring in a new group of workers whose potential is not fully shown by hours spent on site or on one software system.

Linn Atiyeh, CEO, Bemana

CRM for Recruitment: Nurturing Passive Candidates

A major recruitment process improvement we made this year was using candidate relationship management (CRM) to nurture passive candidates.

By methodically engaging with this talent pool through targeted content and updates about our agency and open roles, we’ve kept them interested and engaged. That steady connection has helped us spot and move candidates quickly when the right opportunity appears, which helps reduce time to hire.

For replication, businesses can choose a CRM tool that fits their workflow, make content tailored, and keep communication steady, turning potential candidates into a ready-to-hire talent pipeline. This strategy strengthens talent acquisition, ensuring we keep a robust and engaged candidate pool at all times.

Carlos Trillo, Founder and CEO, Evinex

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Q&A

Question: What is the common theme across these recruitment process improvements?

Short answer: The common theme is making recruitment faster, more focused, and more strategic. Whether recruiters are using data, improving job ads, nurturing passive candidates, or rethinking hiring rules through virtual reality training, each change is meant to cut waste, improve candidate quality, and help employers make better hiring decisions.

Question: How can simultaneous coding interviews improve both speed and quality in technical hiring?

Short answer: Running coding interviews in parallel helps recruiters move several qualified candidates through the process at the same time, which can reduce time to fill. It also gives hiring teams a wider comparison set, making it easier to review technical skill, problem solving, and cultural fit before making a final choice.

Question: Why is precision in job advertisements important?

Short answer: Precise job ads help filter out candidates who do not meet key requirements, such as having the permanent right to work in the country or holding required certifications. This saves recruiters and hiring managers time while also reducing disappointment for applicants who would not be eligible for the role.

Question: How does a CRM help with passive candidate recruitment?

Short answer: A candidate relationship management system helps recruiters stay connected with passive candidates through steady, relevant communication. By sharing targeted content, company updates, and suitable opportunities over time, recruiters can build an engaged talent pool that is easier to activate when the right role opens up.

Question: Why should recruiters provide industry intel to clients?

Short answer: Providing industry intel helps recruiters become more than transactional vendors. By sharing insights about competitors, market shifts, mergers, acquisitions, layoffs, or key talent moves, recruiters can act as strategic partners who understand the client’s business and add value beyond filling roles.