This post courtesy of Artur Meyster, CTO of CareerKarma. Check him out on LinkedIn, he’s got a hell of a backstory! And remember to check out Part 1!

Reducing Application and Interview Processes

According to a recent report from Harvard Business Review, the average length of the interview process more than doubled in the last decade. But, perhaps there is some flawed logic behind the idea that longer interviews will give hiring managers better insight into how well a prospect will fit into the company. 

It may be more productive to have fewer, more streamlined interviews to help refine the process. It may also help to keep the line of questions in interviews more consistent. While it is tempting to tailor questions to a candidate spontaneously during their interview, doing so can muddy the process and may increase bias. 

This consistency is especially important when it comes to technical interviews, as using different coding challenges or questions for different candidates will prevent you from adequately comparing apples to apples.

Source from without or within?

It could be extremely advantageous to consider training people with transferable skills—for instance, retraining an employee who knows one coding language in another language so that they can fill the position for which you are hiring. This is an investment not only in the company but also in the employee that you retrain. 

Additionally, be careful when considering outsourcing your recruitment. Outsourcing can undermine your recruitment process as the work may be further outsourced. This can lead to your priorities not getting the attention they deserve. 

Branding Is Everything

You know how important branding is in marketing to potential customers, but sometimes companies fail to adequately utilize branding in the recruitment process. When people hear the words “tech company,” they may instantly think of Zuckerberg or Musk in Silicon Valley-type companies. This illustrates a potentially narrow view by the general public—and labor pool—of what it means to join the tech industry. Find ways to market your company that change this perception. 

One effective way to do this is to emphasize your company culture both on the careers page of the company website, and also in job descriptions. Another is to publish routine articles to the company blog that speak directly to the types of candidates you routinely seek. The more you set yourself apart, the more intrigued potential candidates will become.


Finding the right talent to fill positions may come down to changing how you perceive the recruitment process. Keep these bullet points in mind as you plan your new strategy:

  • Look internally to find ways to develop the talent you already have.
  • Market yourself to new talent in a way that reflects your company’s values and vision.
  • Avoid outsourcing recruitment whenever possible.
  • Streamline your interview process, and keep it consistent.
  • Avoid listing vague responsibilities in your job descriptions.
  • Focus on an applicant’s strengths, including their soft skills.
  • Do your due diligence in researching new ways to up your recruitment game.