Improving the Recruitment Process: Enhancing the Candidate Experience at Appliscale

There’s no doubt that recruitment can be stressful even for the most motivated candidates. At Appliscale, we aim to prioritise clear communication and efficiency to create a positive experience. Our candidate-focused approach ensures that individuals can showcase their skills and learn about us while maintaining a reasonable timeline.

The process we had in place worked pretty well, however we recognised that evolving client needs and market dynamics called for some adjustments. So earlier this year we gave our process an upgrade.

Our Recruitment Process: A Quick Comparison

For the past few years, we followed a three-stage recruitment process:

StepPrevious ProcessUpdated Process**⌚Initial InterviewShort conversation with our recruiters to discuss the company, work experience, expectations, availability, and assess English proficiency and cultural fitBlended Business, HR, and a light technical screening. Introduced AI tools for better evaluation and feedback🖥️**Technical InterviewDeep dive into the technical skills, assessed through technical questions and/or an online coding challengeFor senior roles, technical interview was extended from 1.5 hours to 2 hours🤝Business & HR InterviewMeet with CEO & HR Manager to evaluate overall fit and discuss broader topics like business alignmentOption to schedule client interviews if required

What Was New? Key Updates

Restructuring the Interview Order & Overall Process

One of the challenges we noticed recently were the number of candidates engaged in multiple recruitment processes simultaneously. We asked people very directly during the first conversation if they were engaged in other interviews and at what stage those conversations were at. This allowed us to prioritise next steps to avoid delays.

As highlighted above, we reduced the number of steps in our process by making a significant change to the first stage interview. We achieved this by blending the Business and HR conversations with a light technical screening. The introduction of AI tools, such as Fireflies, to record and summarise the initial conversation was a game changer. Candidates were informed and provided consent for recording. This allowed our engineers to review responses to the technical questions asynchronously, ensuring a thorough yet flexible evaluation. The number of candidates rejected after the technical interview decreased significantly from approximately 60% to 30% which indicated these improvements were working.

Extended Technical Interviews for Senior Candidates

For senior roles, the technical interview was extended from 1.5 hours to 2 hours. This provided ample time for detailed discussions, and both candidates and engineers found this change beneficial. Candidates appreciated knowing the time commitment upfront, and engineers valued the opportunity to explore complex topics without feeling rushed, or running over the scheduled time .

Attracting Top Talent

Top engineers are not just motivated by the salary offered, but by opportunities that challenge and develop their skills as well as allowing them to make a meaningful impact. During the recruitment process we highlight:

Interesting Projects: Whenever possible, we share real-world examples of the challenges our teams tackle, emphasising the scope and impact of these projects

Technology Stack: We outline the stack candidates will work with, whether it’s cloud platforms like AWS, advanced front-end frameworks like React, or backend systems powered by microservices architecture

Continuous Learning Opportunities: We emphasise the chance to learn and implement emerging technologies, such as AI/ML tools, or edge computing platforms. We highlight our commitment to continuous learning through access to training, certifications (e.g. AWS), and relevant industry conferences

Role Impact: We explain how specific roles drive the success of client projects, enhance user experiences, or solve critical business problems. We can offer opportunities for engineers to work alongside other experts to innovate and co-create solutions

Autonomy & Ownership: We highlight opportunities for engineers to take ownership of their work, from ideation to deployment, and see their impact firsthand

Candidate Experience Matters: How We Stand Out

We’re aware of the challenges that extended, multi-stage recruitment processes pose. At Appliscale, our recruitment process isn’t just about assessing skills—it’s about creating a positive and efficient experience that respects candidates’ time, values, and ambitions. To address this we ensure:

❎ No Take-Home Assignments: Such “homework” type exercises can be a source of stress for candidates, especially when they are juggling multiple interviews and work commitments. We believe in valuing the time of potential team members by prioritising real-time, interactive discussions. Candidates tackle challenges during the interview, allowing us to assess their technical skills in real-time. This approach also ensures fairness by giving everyone the same opportunity to showcase their skills under consistent conditions

⏲️ Minimal Delays: The hiring process shouldn’t feel like an endurance test! We’ve improved our process so candidates don’t complete multiple stages of interviews just to find out they are not a match

📩 Communication: Uncertainty during the recruitment process can be offputting for candidates. By outlining clear steps and expected timelines from the start we try to keep candidates informed. We also keep in touch with candidates if delays do occur to keep them updated of the latest status

🤸 Flexibility: Prioritising candidates engaged in multiple recruitment processes to avoid delays. We do our best to adapt to individual needs, whether it’s rescheduling due to unforeseen circumstances or accommodating time zones/work schedules

💬 Collaboration: Aside from interesting technology, a candidate can be influenced to accept a role based on the people they’ll work with. Connecting the potential new joiner with team members helps to understand the company culture. Candidates can ask questions about their roles, the projects, and day-to-day workflows. Sharing authentic stories about our team and values helps candidates envision themselves as part of Appliscale

We continually gather feedback after the interviews and two areas stand out as being valued by candidates: the opportunity to meet future colleagues fosters connection and trust and our flexibility to accommodate busy schedules with online interviews.

Ready to join a team that values transparency and innovation? Apply now!