Latest Trends in Digital Recruitment

 

“The recruitment industry has long been transitioning. From an enclosed labor market to a mobile and open one, it is presently characterized by an energetic workforce, which is always looking forward to meatier opportunities”.

Krishna Reddy

What is Digital Recruitment?

“The process of digital recruitment can be defined as a way of leveraging technology to source, assess, attract, select and recruit candidates for open positions. It includes everything like career websites, leveraging job boards, recruiting through mobile, social hiring, and online assessments” (Reddy, 2016)

“Digital recruitment goes far beyond posting vacancies on online job boards and social media, although these platforms undoubtedly play a part. Rather, it touches on a whole host of digital tools and strategies that span the entire recruitment process from start to finish” (Rosie, 2019).

 

Digital Recruiting Best Practices.

Some of the best practices in digital recruiting are mentioned Reddy (2016)

1.      Virtual Job Fairs

Attending a virtual job fair offers some of benefits. They are engaging, intuitive, and interactive and streamlines the beginning of a relationship between a potential employee and an employer.

Virtual job fairs allow employers to reach to lot of potential candidates from a wider geographical area. It lets them interact with job seekers at a virtual level without the costly and time of travel. Moreover, it reduces waste and cut pre-screening time and supports to email suitable prospects for the scheduled interview.

2.      Recruiting Blogs

Such blogs allow the company to show an employee everything about the organization. Social networking blogs permit job seekers to check with the companies and offer them a way around.

Blog helps employers to reveal their dynamism. With a blog, employers can get the chance to get a real flavor of the company. It shows a much real face and if applicants are offered a chance to discussion with the employers, they get to know them personally behind the screen. Most importantly, it allows adding and editing published job postings at a speed that no other recruitment tool can match with.

3.       Social Networks

Many companies hire through social networking websites alike Twitter, Facebook, LinkedIn, and YouTube. Such platforms daily demonstrate that companies can search and select the best talent quickly without involving huge financial investment.

 

4.      Online Recruitment Websites

These are the most familiar sites of digital recruitment methods, however they offer improved services every day. For example, Monster is a leading provider of online recruitment and career resources, committed to linking organizations in every market segment with individuals at all level of career.

Using such platforms can support recruiters to search and match a perfect candidate, establish a social recruiting presence, and enhance the job posting with targeted advertising.

Latest Trends in Digital Recruitment (Reddy, 2016)

1.      Virtual Reality

2.      Artificial Intelligence AI

3.      Video Interviews

4.      Passive Candidates

5.      Applicant Tracking Systems

6.      Social Media

7.      New Techniques of Interviewing

8.      Open-Ended Posts

9.      Glassdoorn

10.  Job Auditions

Pros and Cons of Online Recruitment in the Digital Age (Malano, 2018)

Pros

·       Wide Audience Reach

Companies can be able to target more people with very minimal effort. Job openings could be made public through different social media platforms, which broadens a company’s reach.

·                Cost-Effective

An online recruitment tool can be a great long-term investment for any company. This could be more efficient when combined with a traditional recruitment method.

·                Time-Saving

Indeed, time is same as money. Online recruitment provides recruiters with a faster hiring process, enabling them to interview and shortlist many applicants per day. This also allows them to handle some job openings at the same time.

·               Application Process Automation

Since time is of highest importance, the slow turnaround time of traditional recruitment is what companies are trying to avoid. Thanks to online recruitment tools, application process automation needs less time for matching candidate profiles to job openings. This also allows recruiters to focus on sourcing many candidates by targeting the right market per job post.

In real world global reach “Most probably this is one of the main reasons that many companies have chosen E-Recruitment. With this system you reach a wide range of job seekers around the world. The larger number of people applying for a post, the higher the probability of finding the most eligible candidate” (UniAssignment, 2020).

Cons (Malano, 2018)

·               Extremely Diverse Audience

Since online recruitment generates a large number of applicants per day, companies should be careful when using this. Recruiters need ensure efficiency at all times and avoid tapping unqualified candidates, as well as candidates who live too far from the office.

·               System Issues

In the digital era, online access requires a stable internet connection. System issues for example poor internet connection will hinder you from accessing your files online. It can be best to have a backup of your online files saved on your company’s server to ensure that you would still be able to continue working till your connection stabilizes.

·               Less Behavioral Assessment

For companies that do not need examinations, most of the recruitment process is done online. Phone and Skype interviews are normally practiced, especially for offshore companies. In this situation, hiring managers and recruiters will not be able to ensure the professional ethics of an individual, especially for specific situations and environments.

References 

Reddy, K. (2016) Digital Recruitment: Process, Strategies and Best Practices [Online] Available at: https://content.wisestep.com/digital-recruitment/ [Accessed on 31st March, 2022]

Rosie. (2019) 10 Tips For Building A Strong Digital Recruitment Strategy [Online] Available at: https://harver.com/blog/digital-recruitment-strategy [Accessed on 31st March, 2022]

Malano, S. (2018) Pros and Cons of Online Recruitment in the Digital Age [Online] Available at: https://medium.com/the-looking-glass/pros-and-cons-of-online-recruitment-in-the-digital-age-4a899b0e3299 [Accessed on 31st March, 2022]

UniAssignment. (2020). Advantages and Disadvantages of E-recruitment Systems Information Technology Essay [Online] Available at: https://www.uniassignment.com/essay-samples/information-technology/advantages-and-disadvantages-of-erecruitment-systems-information-technology-essay.php [Accessed on 7th April, 2022]

Hsu, Y. (1999) Recruitment and Selection and Human Resource Management in the Taiwanese Cultural Context. Business School University of Plymouth [Online] Available at: https://core.ac.uk/download/pdf/29818879.pdf Accessed on 4th April, 2022.