Explore the role of “Digital Technology” in Recruitment
Whether it’s unplanned external shifts or new business realities,
businesses today need to be agile enough to deal with emerging issues
almost real-time. The time that HR leaders have to make a decision is
far lesser than it used to be. Consequently, the COVID-19 pandemic has
compelled all the businesses to identify areas needs quick and permanent
The digital age is changing the way all fields work, across the
board, and HR is no exception. As a result, a plethora of tools and
platforms now exist to help HR departments work more efficiently. If
you’re an HR manager, you probably already use one or more of them
Digital recruitment is an advance way of recruiting. It makes the
hiring process simpler, efficient, quicker, and far more lucrative.
Hence, if you want the recruiting process to be meaningful, make sure
you follow digital recruitment practices.
Let’s understand Recruitment in the Digital landscape –
When HR team leverages on latest technologies to conduct its
recruitment processes like sourcing, assessing, employer branding,
select and recruit candidates for open positions that is when we call it
Digital Recruitment. DR includes everything like career websites or
portals, Applicant Tracking Systems, leveraging job boards, recruiting
through mobile, social media hiring, and online assessments. It is
highly useful for online recruiters to search employee profile, assess
them for experience and skills and send them a quick response asking
them for a chat or about an opportunity. In current COVID-19 crisis,
most of the companies presently use one or more of the above-mentioned
tactics, still, they have a long way to adopt the technology.
Digital Recruitment process:
A digital recruitment process is an upgrade to the traditional
approach and offers plenty of benefits. Companies intend to grow during
and post Covid-19 pandemic, are considering digital recruitment an
integral aspect of their recruiting process. It is an efficient and
cost-effective solution that saves a lot of time. It eliminates all
hurdles of travelling distances within the recruitment process. It is an
excellent solution that allows recruiters to schedule and conduct Video
interview sessions online. It creates flexibility for candidates to
take an interview at any place and anytime. Further, it helps to hire
managers as well as employees to work at their comfort and deliver an
enhanced experience to the interviewers as well as candidates.
It involves many automated features such as sending emails to notify
the end of an interview. This makes the work quite easier and efficient
Digital Recruitment approach:
Digital recruitment strategies can revamp your entire recruitment
process. So, here check some of the latest digital recruitment
strategies that you must consider.
- Use of Recruitment Applicant Tracking System (ATS):
ATS is a newly emerged recruitment software that offers numerous
benefits to the companies. It helps to enhance the efficiency of the
hiring process as it lets you log all the hiring campaigns and find out
candidate information in a single system. With the talent adding
information to your system, it offers access to a pool of workers for
similar kinds of roles in the future.
Further, it is easier for candidates as it allows them to cater to
new hiring expectations like mobile-based application environments.
Moreover, you can do away with filing and streamlining everything so
that no excess files lie in your office.
- Smart Phone Career Websites:
You may not find it obvious to optimize career website for mobile,
but without a doubt, it is what that most other companies are already
doing it. Even, many modern recruiting companies invest a huge sum in
their mobile career website.
It is no more only about the increased use of a smartphone, it is
about optimizing the mobile website to attract high performing
candidates. It is important to do this as around 70% of job seekers
check the websites of companies and look for jobs on their mobile.
If in case your career website is not mobile-friendly, you may lose
such candidates as they will switch to other websites. Hence, a company
must ensure that its landing pages, career websites, or other digital
hiring resources are readable and work efficiently on mobile devices.
- Use the Power of Social Media and tailored your Digital Strategies:
Leveraging social media into your hiring process renders innumerable
benefits. Right from the quality of hire to enhancing the recruitment
process, social media can improve the quality of the recruitment process
to a great extent. The best thing is that it is an excellent platform
to make people aware of your brand.
Many millennials rely on social media platforms to collect more
details about the company. Such factors make it critical for companies
to adopt a social recruiting strategy. But there are various social
platforms available. You can find the best one that contains landing
pages and job postings matching to your openings.
Hence, the best way to use social recruiting at its best is to create
your social recruiting platform and understand the presence of your
target candidates. This includes postings jobs on LinkedIn, to
showcasing videos of company culture or employee stories, to tweets
about the organization, Twitter events, and more.
There are infinite combinations available and only an organization
that know its target audience and goals better can create a customized
strategy that meets its requirements.
- Couple It with the Latest Technologies:
Your digital recruitment strategy is incomplete if it is not
supported with adequate technologies. Hiring managers can utilize a
recruitment management system to post job openings on their website and
innumerable job boards, rank applicants, and screen. Also, they must
integrate digital recruitment with human resource management tools for
hassle-free and uninterrupted operations.
Organizations can utilize online assessment tools for identifying
individuals who are high – performing and screen them by using
convenient tests that can be administered remotely. Moreover, there are
many tools available that can let recruiters determine passive
candidates or those who are presently not planning a job change.
Organizations who are relying on checklists of college degrees and
those who possess experience in screening candidates are greatly finding
the approach redundant.
Practices & Trends in Digital Recruitment:
To ensure you keep the pace with the future world, here check the latest practices and trends in digital recruitment.
1. Augmented and Virtual Reality:
Many businesses possess VR headsets, which are designed to engage the
candidates and offer them better content. Using VR let a candidate know
that the business practice innovative and cutting-edge technologies. It
provides positive images even if it is expensive and timely to
integrate into the recruitment strategy.
2. Artificial Intelligence:
AI is playing a great role in the way of finding new talents. Its
advent has been meteoric in the leading media publications of the world.
It considered recruitment as one of the challenging jobs that modern
businesses hold. AI can alleviate a bigger proportion of hard work.
Hence, it is essential to streamline the process and for this, there is
nothing better than AI. Some of the Ai tools that will lead the charge
- Sentiment Analysis: It is useful to adjust job specifications in the event of biased decision making.
With this, it is possible to quickly assess candidates and hire more
suitable candidates. They offer a reactive way of dealing with the huge
talent and have to potential to save recruiters lots of time.
- Talent Rediscovery:
The ATS or Applicant Tracking System lets recruiters scan the data
records and find details of previous candidates to determine the best
3. Video Interviews:
No matter where a candidate lives, dragging him/her down to the
interview room is no more an advanced way of hiring. It is a waste of
money and time for the company as well as the candidate if it does not
seems suitable. With easy access to Whatsapp, Zoom, Microsoft Team, Skype, Google Hangouts, and other communication channels, it is possible to interview candidates’ right from their place and at any time.
It is a great way to save time and removes the less suitable
candidates from the screening process. This way, you can bring only the
top selection candidates to your table. This is highly useful if the
potential candidate stays aboard.
4. Virtual Job Fairs:
Virtual job fairs allow employers to reach to a large number of
potential candidates from a wider geographical area. It lets them
interact with job seekers at a virtual level without the expensive and
time of travel. Moreover, it reduces waste and cut pre-screening time
and helps to email suitable prospects for the scheduled interview.
5. Recruiting Blogs:
Recruiting blogs allow the company to show an employee everything
about your organization. Social networking blogs allow job seekers to
check with the companies and offer them a way around.
6. Social Networks:
Many companies hire through social networking websites like Twitter,
Facebook, LinkedIn, and YouTube. Such platforms daily demonstrate that
companies can search the best talent quickly without involving huge
Though each social platform varies in its offering, however, most
offer employers the ease to screen without getting screened. It might
sound predatory but when a candidate of your interest is active on
social networks you get to know how they work with others, the way they
handle clients, conflicts, and a lot more. All this lets you identify
whether a candidate is a perfect fit for the company or not, to
eventually boost the chances of longer retaining longer.
7. Online Recruitment Portal
These are the most familiar sites of digital recruitment methods, but
they offer improved services every day. Using such platforms can help
recruiters to search and match a perfect candidate, establish a social
recruiting presence, and enhance the job posting with targeted