A letter from the Circular Founders

Challenging is a bit of an understatement for describing 2020. We can’t even fathom the personal tragedy and suffering, on so many levels, that the COVID-19 pandemic brought upon all of us.

At Circular, we have been lucky enough that our team and their families have been safe and sound, which we feel like the best news we could ever have during such a year.

With 2020 about to end, we wanted to take the opportunity to recap what the Circular community has lived through this year and why we’re optimistic about 2021.

The Circular community throughout the most difficult year 

The year started with the tech industry’s growth accelerating and the need for tech talent at an all-time high. Even as the worrying lockdown news started coming from China, we saw a record hiring activity in the Circular community during February.

The pandemic spread throughout Europe and the world, with generalised lockdowns and no end in sight. Almost 80% of job offers posted in Circular were suddenly closed or put on hold and many recruiters from our community were losing their jobs. At Circular we braced ourselves and worked on preparing the product and the community for what was coming and its long-lasting changes.

But we were really fortunate and, even in arguably the worst year since 1945, the tech industry has proved to be resilient and bounced back quicker than we thought. By Mid summer, the number of jobs posted in Circular had recovered to pre-pandemic levels.

And the Circular community of recruiters has proven that, even in the hardest of times, collaborating with each other and caring for our candidates is at the heart of what we do. After the summer, recruiters referring activity had multiplied by six, helping thousands of candidates get a more positive hiring experience and getting more of those candidates hired than ever before.

Recruitment, re-humanised

As 2020 comes to an end, we can finally see the light at the end of the tunnel. Vaccines, a humanity-level endeavor, are giving us hope. When this is finally all over, the world will have changed in many ways –you’re probably tired of remote work predictions by now. But recruitment will also be transformed

Even pre-COVID, after years of algorithms dominating the conversation, the trend towards a more human recruitment was already clear. The rise of Candidate Experience, the boom in recruiting communities or increased visibility for diversity and inclusion issues are only a few examples.

Now, after being partially deprived of human connections for so long, this re-humanisation trend can only be boosted. Recruitment is about looking after candidates, not just looking for them. It’s going to be an exciting ride, and we are glad we are in this together.

Pedro and Teo, Circular Co-Founders

What 2020 has meant for recruitment

2020 began with hope, with a hiring plan, and with intentions of further improving recruitment. We understood clearly that feedback not only after a rejection, but also after every interview, is well appreciated by candidates and that improving our Candidate Experience and Employer Brand would help us hire better and faster.

Instead, 2020 has taught us that the plan for the company year can change in the blink of an eye and that many workforce structures can absolutely be adapted to being remote. But we have also witnessed how recruiters froze their hiring process, how they have slowly restarted them, and how despite hard times they have been fighting to provide an even better Candidate Experience.

Let’s hear what they have to say first-hand!

How can we avoid unconscious bias during the remote hiring process?

Covid-19 has forced many companies to carry out their hiring processes remotely – this is nothing new. While some say that it has been a challenge, since they have had to get used to new structures and processes, they also mention that it has helped them avoid biased decision-making. In this article, we’re going to take an in-depth look at this phenomenon.

Recruiting Remotely with Jose Martín-Corral | CARTO

From smartphones to connected cars, location data is changing the way we live and the way we run businesses. Everything happens somewhere, but visualizing data to see where things happen isn’t the same as understanding why they happen there. CARTO is the world’s leading Location Intelligence platform, enabling organizations to use spatial data and analysis for more efficient delivery routes, better behavioral marketing, strategic store placements, and much more. Today Jose Martín-Corral, HR & Recruitment at CARTO, shares with us their best practices on remote hiring processes, remote onboardings, candidate experience and more!

How to improve Candidate Experience despite COVID-19

The team at GuideSmiths are experts in Digital Transformation, migrating enterprises quickly and safely away from their legacy platforms. They are uniquely experienced in boosting enterprise strength through microservices and have developed tooling and repeatable ‘post-agile’ processes that maximize continuous delivery speeds.

Xavier Garcia | IT Recruiter at Nuvolar Works

Nuvolar is an IT software company whose core focus is the creation and development of apps. Their main industry is private aviation. “We talk about private jets and our users are professionals like pilots and crew members,” says Xavier Garcia. “We also have health, consumer goods, and other kinds of products. In addition, we are certified as a Salesforce partner. All our projects are in-house and we develop everything ourselves.”

María Amor | Backend Data Engineer at CARTO

María Amor studied Telecommunications Engineering at the University of Seville. She did her Erasmus study abroad program in Ireland and has a diploma in Mobile Communications: Technologies, Services and New Business Models. Besides this, she has taken several Machine Learning courses from Coursera, taught by a professor from Stanford University. “I totally recommend them!” she says. She speaks English, Spanish, and Portuguese and has extensive international experience in Angola, the USA, and Indonesia.

Juan José Lopez | Front-End Engineer at TrustYou

“I had a complicated year. I got many interviews that didn’t work out. But I got through it.”

Today we talk to Juan José López, who studied Telecommunications Engineering at the University of Granada. “I chose telecommunications so that I would have more opportunities in the future. The beginning of this Bachelor’s degree is quite difficult. There is a kind of ‘weeding out’ of students at the beginning of it, but I got past this, because I knew what made me happy.” Juanjo got a Google Certification as a “Mobile Web Specialist” last year. He speaks Spanish and English.