Unlike conventional recruiting, digital recruitment makes your talent pool accessible to you at any time and from any location.
Even if you’re on a business trip, you can watch the applications pouring in as a result of your excellent job posting.
You can search, examine, and connect with possible employees using modern technologies on your phone, tablet, or laptop.
You are no longer controlled by your workplace phone and a certain time of day.
Hence, to help you employ digital recruitment in the best shape, we have included the following in our post:
- Benefits of digital recruiting
- 4 types of digital recruitment
- 10 tips to enhance your digital recruitment process
Let’s jump in!
Table of Contents
What is Digital Recruitment?
Digital recruitment is when human resources and recruiting managers utilize technology to find and employ the ideal candidates for available positions.
This is known as social recruitment or online recruitment.
Today, finding the best and brightest employees is simpler than ever because of the widespread use of the internet and mobile devices.
According to SHRM, in the next 10 years, half of firms will adopt HR software that provides suggestions and insights based on machine learning and artificial intelligence.
In addition, according to Glassdoor, 89% of job searchers consider mobile devices to be vital for job-seeking, and 45% use them at least once each day.
Let’s check out the benefits of digital recruiting.
What are the Benefits of Digital Recruitment?
Did you know that almost 80% of Americans who look for vacancies utilize online tools?
Quality candidates are taking advantage of the benefits of internet hiring, and recruiters must do the same.
Let’s review the benefits of digital recruitment right below.
Benefit #1: Improved efficiency
Data collection and analysis on your own can be time-consuming and even unreliable in certain situations, especially if relying on human processes.
Fortunately, most recruitment tools will gather analytics automatically.
With a snapshot of your recruiting process, you will detect and remove bottlenecks in the pipeline, as well as leverage the most profitable sources of applicants for a certain job posting.
With this sort of data, you can detect gaps and test solutions before they have an impact on hiring time and cost per recruit.
For instance, you can discover that several applicants drop out during the evaluation step; perhaps this is due to time-consuming testing, or it evaluates abilities that the applicant considers unimportant.
Then, you might try shortening the evaluation and making it more focused to see how candidates react.
Benefit #2: Better hiring decisions
Digital transformation can improve applicant evaluation.
To begin with, AI solutions and digital technologies enhance the screening of applications via the use of filtering choices.
Following that, you can employ a variety of evaluation technologies with selected applicants.
For example, if you’re employing salespeople, you can utilize video evaluations to analyze their presentation and negotiating abilities before inviting them to an in-person interview.
You can also examine applicants remotely with tools such as video interviews and video evaluations.
There’s no need to drive large distances or restrict oneself to local talent.
In addition, hiring teams can also utilize the records to save numerous interview rounds and, as a result, less time to hire is achieved.
Moving to benefit number three.
Benefit #3: Reduced long-term costs
There are various methods for using technology to lower the cost per hire while simultaneously assisting recruiters in managing their workloads and connecting with more applicants.
It’s no surprise that when social recruitment becomes a more generally utilized method for sharing job posts and finding prospects, it helps lower expenses.
After all, social networking is completely free – for the most part.
In addition, companies that replace traditional job posting costs and advertising expenditures with increasing social media users are likely to find a similar result.
While this is not a suggested technique for organizations and recruiters who are still learning how to harness social networks, it can lower the cost per hire by eliminating advertising entirely, which may be advantageous for major companies trying to minimize enormous advertising expenses.
Aside from job boards, social networking websites are the second most popular means to offer jobs, indicating that attention has migrated away from conventional advertising and toward social media.
Besides, qualified social recruiters can quickly interact with job seekers and utilize hashtags to increase the reach of certain postings.
An increasing number of businesses are using video interviews to replace or enhance in-person interviews.
Talent acquisition departments can save a lot in travel expenditures by employing technology to interview applicants electronically and obtain the same degree of human engagement.
Finally, this method assists recruiters in saving time throughout the hiring process because we all know time is money.
Recruitment teams streamline customer relationship management systems (CRM) to automate and manage their candidate interaction, streamlining the recruiting cycle and assisting recruiters by maintaining stronger connections with applicants.
Moreover, organizations can utilize a CRM platform to lower their cost per hire by cultivating long-tail connections with top talent and collectively monitoring activities, bringing in high-quality personnel more quickly, thanks to CRM automation.
Next up are the four types of digital recruiting tools.
4 Types of Digital Recruitment Tools
A plethora of innovative digital recruiting technologies are transforming how recruiters locate applicants and even retain them in the talent pipeline, regardless of hiring status.
Today’s technology has the ability to locate the most qualified employees, regardless of where they reside or whether they are seeking a position with your organization or not.
Let’s check out these tools.
Type #1: Social media
Social media has made the recruitment process quite simpler.
You just make a job ad, distribute it via multiple platforms, and wait for applications to flood in.
When it comes to social media platforms used for recruitment strategy, Facebook and Linkedin are always on the top of the game.
LinkedIn keeps 60% of top recruiters engaged with their recruitment tools as displayed in the below screenshot.
With only a few clicks, social media makes it simple to find possible candidates.
In fact, according to an Adweek poll, 92% of recruiters utilize this strategy to find top talent.
Furthermore, social media recruitment is financially beneficial to the company. Recruiters will be able to reduce the cost of hiring by eliminating charges such as job board fees and even travel fees.
Moreover, social media gives a larger return on investment (ROI) since recruiters can be much more effective, with both time and effort saved.
Type #2: Chatbots
The interviewing procedure is critical in the talent acquisition process.
It’s a hot topic, and businesses are doing a lot of competitive intelligence research to guarantee that they are ahead of the competition – or are considered that way – with a top-notch interview process.
Everyone recognizes that hiring managers must give a wonderful candidate experience to all candidates, including those who do not make it to the finish line. We know that millennial candidates might be future employees, potential customers, future shareholders, or advocates for the brand.
The following chatbots are one of the most used tools.
It is a platform for pre-employment testing and video interviews. Their video interviewing software seeks to boost your team’s efficiency, allow greater results, and provide a positive applicant experience.
Espressive’s employee assistant chatbot promises to increase staff productivity by addressing difficulties as soon as possible, at any time of day.
It also guides staff through procedures like vacation filings and onboarding.
- Wade and Wendy:
Wade and Wendy are primarily concerned with automating recruitment procedures. It is accessible to talk with talent 24 hours a day, seven days a week, and will source, filter, and offer eligible individuals for you quite easily.
AI is next on our list.
Type #3: Artificial intelligence (AI)
To filter resumes in the most efficient way, we recommend you to go ahead with resume prioritization.
This is often done via CVs parsing technology, which uses deep learning and machine learning to contextually filter resumes.
These technologies may also evaluate and rank applicants to assist recruiters in shortlisting.
The following are powerful tools for such a process.
Pomato assists in skill matching and resume shortlisting.
Machine learning and pattern recognition methods are used in their solution.
Their matching engine employs contextual analysis to match applicant profiles based on the needed skills, positions, and degree of knowledge, and candidates are then rated based on their scores for the specific job.
This software offers AI-powered recruiting that specializes in resume processing and dynamic content, which aids in processing resumes from the available list.
CVVIS is also an AI-powered recruiting software firm. Their resume screening software goes above basic keyword matching by contextually scanning resumes, and learns from your recruiting process to discover top applicants.
Let’s check out the fourth tool.
Type #4: Applicant tracking system (ATS)
Applicant tracking systems gather and save resumes in a database that hiring managers may access.
Moreover, resumes can also be saved long after the initial position for which you applied has been filled.
Depending on the system, business recruiters or hiring managers may then search and sift through the resumes in a variety of ways.
Some recruiters continue to review every job application that comes via their applicant monitoring system.
In this instance, most employers would take a short look at the applicant’s previous accomplishments, job titles, and employers.
They can decide whether or not they wish to learn more in around 6 seconds.
It is critical that your top abilities and certifications be immediately recognizable.
Check the below mentioned ATS tools.
- Jobvite ATS:
It is a cloud-based and candidate-focused applicant tracking system that enhances social recruitment efforts, the design and maintenance of mobile-optimized job portals, and onboarding services.
The service is also available as a mobile app.
Interviews, requisitions, and employment recommendations are all supported by the program; this solution is ideal for mid and large-sized businesses.
In addition to the application process and monitoring, it provides comprehensive HR administration to ensure the target audience a bias-free atmosphere.
This software solution is adaptable to any team size and may also be accessible through a mobile app.
- Clear Company:
Clear Company is a one-stop destination for corporate human resource software.
You can integrate their application tracking system with other products like onboarding, performance evaluation, employee engagement, and workforce management.
Moving to our ten tips on how to nail your digital recruitment experience.
10 Tips to Nail Your Digital Recruitment Process
Let’s discover the characteristics of a successful digital strategy with our below tips.
These basic guidelines can help you choose and engage the appropriate employees for your company.
Tip #1: Lay the foundation
It has been shown that more than 78% of individuals would research a professional image before trying to get a job.
Getting your employer brand right is critical to ensuring that you don’t turn off potential workers before you’ve even begun.
We advise you to make sure you completely grasp who you are as a company, what sets you apart, and most importantly, the principles that drive what you do.
Moreover, when you move further down the recruiting process, having a strong brand and corporate culture in place means you’ll attract individuals that have the talents you’re looking for.
Quality is vital since it demonstrates your professionalism and acts as an expression of your brand.
Your marketing staff is already likely to be producing excellent material for consumers; adapt that content to engage applicants as well.
Here are some samples to inspire potential candidates:
- Testimonials from customers
- New product introductions
- Volunteering/charity work
- Social gatherings
- Collaborations between industries
- Articles about thought leadership
Let’s check our next tip.
Tip #2: Organize your needs
Having well-written job descriptions and knowing where to post them is one of the most crucial aspects of an efficient recruiting process.
In an era when technology is the driving force for communication, social media platforms should be seen as one of the primary points of contact.
Furthermore, you can use hashtags to promote the word to important influencers and locate a large number of individuals seeking work.
The three major goals that an employer should consider are:
- Do you want to hire someone of greater caliber?
- Do you want to promote your organization as a fun place to work?
- Are you seeking someone who has a talent set that no one else in the organization possesses?
Tip #3: Show why someone should work for you
Company culture is very essential to ensure that a new worker shares your organization’s key values.
So, how can you attract individuals that will flourish in your environment and hopefully remain with your company for a long time?
Let’s start at the beginning of the applicant attraction process: your job posting.
Taking the time to write an effective job advertisement is critical not just for attracting a big number of applicants, but also for capturing the attention of the appropriate prospects.
It’s not just about hiring individuals with the correct skillset. A strong cultural fit is essential for maximizing employee engagement, happiness, and retention rates.
After all, you don’t want your new hire to depart because of a conflict of values.
What type of atmosphere do you provide? Is it casual, formal, fast-paced, or relaxed?
Do you encourage teamwork or do you prefer that your staff flourish on their own?
Since various applicants will perform better in different surroundings, it is critical to reflect your office’s culture in your job posting.
Moreover, candidates may obtain a general impression of what your company is like by using terms like ‘’exciting atmosphere”, and will self-filter themselves appropriately.
Google is a great example of setting corporate image and culture. Check out the video below to see what Google employees have to say about their experience:
Other characteristics to consider including in your job advertisements are team size, office structure (open plan or closed), and the kind of individuals they’ll be working with on a daily basis (i.e. teams and positions).
Your brand should be represented in all of your communications, including how you approach potential applicants in job postings.
We recommend you use more formal language if your culture is corporate.
Similarly, if your culture is laid back and casual, don’t be scared to use more colloquial language.
In addition, the essential thing to remember is to use consistent language throughout your messages to create a uniform applicant experience at all times.
Tip #4: Get creative with content
The world’s greatest talent pool does not want to work for a faceless corporation.
As a result, recruiters and hiring managers must include their firms’ digital presence as part of their promotional strategy.
Having a plan in place to exhibit business culture on social media – or, at the very least, taking little measures to demonstrate what happens behind the scenes in your firm – can assist in attracting job searchers who are a good match.
You can have a look at digital tycoons like Facebook and Google for ideas; they often use a combination of stunning images, including films and employee-generated material to highlight their strong, inclusive business cultures.
Another great idea is to use employee testimonials. It keeps candidates highly engaged and they are able to keep a close eye on your corporate values and culture.
Check out these Motorola employee testimonials for inspiration:
Videos are also the quickest method for creating an impression and conveying your message.
Not unexpectedly, they have become a necessary component of career pages.
Mailchimp, for example, has very well-made recruitment videos on their websites that might serve as inspiration.
Here’s an example:
But don’t be disheartened if your budget does not yet allow for award-winning, high-production film material.
Virtual events make an excellent approach to attracting both active and passive prospects.
You can hold a virtual event that is particularly tied to available jobs – such as a virtual career fair – or one that is focused on a larger issue that is relevant to your business – such as a webinar about your organization’s commitment to diversity and inclusion.
Tip #5: Choose the right tools
It’s critical for businesses to make the correct judgments about which digital hiring tools to utilize.
Hiring managers need to arrange their requirements, do research, build a list of prospective tools, and test them before deciding on one or more.
On a general note, recruiting technologies assist human resource departments in automating and streamlining the hiring process.
They can be used to screen candidates, perform virtual interviews and evaluations, distribute offer letters, do background checks, and much more.
The screening process includes determining a candidate’s abilities, aptitude, personality characteristics, education, and amount of experience for a certain role.
It’s a time-consuming and laborious procedure that may be sped up using recruiting tools.
Furthermore, these tools are capable of effectively screening large amounts of resumes based on specified criteria. They may sell applicants via automated emails to establish brand impressions and promote candidate engagement early in the recruiting process.
Tip #6: Track your recruitment metrics
Using recruiting software that enables recruitment data monitoring is another part of any effective digital recruitment strategy.
Some of the most significant advantages of such technologies include the capacity to compute selection ratios, measure manager and applicant work satisfaction, evaluate the quality of hiring, and improve the efficacy of the recruiting funnel.
The following are highly important metrics to focus on:
- Percentage of available jobs
- Total number of applications
- Rate of application completion
- Rate of qualified candidates
- Metrics for speed and cost
- Steps in the recruiting process that take time
- Hiring manager feedback turnaround time
Tip #7: Embrace feedback
Collecting feedback on your interview process is vital because it offers you an impartial insight into what it’s like to apply for a job with your organization.
These individuals have been on the opposite side of your hiring process, and it wouldn’t be the best choice to not take advantage of that.
In addition, your team should be gathering input from both new workers and folks who declined to work for your organization.
We recommend asking for input, as it’s all about identifying the good and poor in your approach.
It’s just as vital to identify what’s working in your recruitment strategy as it is to identify what can be improved, whether it’s how video conferencing interviews are handled, or how recruiters engage with applicants.
Tip #8: Train your team
The advantages of collaborative hiring are undeniable.
It not only removes prejudice, but also provides several perspectives on applicants’ appropriateness, strengths, and flaws.
The recruiting team should ideally include the hiring manager, line managers or team members, a recruiter, and in certain cases, an expert in the industry.
Moreover, it is a wonderful combination for determining if the applicant is a good cultural fit, has the necessary skills, and will fit in with the team’s chemistry.
In smaller businesses, you may not be able to choose a recruiting team from the same department. In such instances, include people who understand the job’s needs, are familiar with the organization, and believe in the goal.
A good HR recruitment training strategy assists you in identifying hidden gaps, namely pain points that impede your recruitment tactics and onboarding processes.
You can also reveal HR training areas for improvement, such as tools or certifications that place too much emphasis on theory rather than allowing workers to put their talents into practice.
We recommend implementing training courses that cover each stage of the recruiting process so that employees understand how to manage each stage as well as any difficulties that may arise.
You can also create tutorials and infographics that depict the flow of the process – from recruiting top talent to enrolling them in new hire training – so that HR personnel can visually map out the process.
It’s also a terrific resource for new human resource employees.
Our next tip is to show that you care.
Tip #9: Show that you care
To start with, caring about employees’ mental well-being is essential.
According to HBR, an open dialogue is the first step in obtaining the necessary assistance.
By discussing mental health with workers and encouraging them a safe space to open up, you’re giving them an important coping strategy and support network to which they may turn.
This also highly enhances your corporate culture and values, as well-being should be prioritized.
Plus, a healthy culture promotes employees to understand the vision and mission of the organization.
Workers are sometimes so engrossed in their everyday work that they lose sight of the overall picture.
Reminding them of the company’s principles and objectives might help to enhance motivation and productivity.
All of this will reflect on your corporation’s reputation. Showing that you put wellness first will attract quality talent.
Hence, make sure that you implement wellness programs and keep the conversation going.
Tip #10: Make contacting you effortless
It may seem unusual, but many company owners overlook the necessity of properly sharing HR department contacts on their website and social media profiles.
No matter how enticing your organization seems to candidates who have just visited your website, these favorable impressions might swiftly fade if no contact information is supplied.
A website’s careers section should be followed by the contact information for your HR professionals.
Furthermore, the more contact connections you leave there (phone, email, various social media accounts), the more employment requests you will get.
Also, strive to be as descriptive as possible in the ‘About Us’ section.
Do not assume that most job searchers will just skip it; rather, consider this to be a crucial factor that will encourage them to give you their CVs.
Now Over to You
The recruiting process is already being reshaped by digital tools and technologies.
It is intended to empower recruiters by increasing transparency across the system.
The importance of technology in all phases of recruiting will expand, which is great because it ensures that the first phase of your (potential) future workers’ experience is a favorable one.