5 Best Practices for Digital Recruitment

Digital Recruitment refers to the use of digital technologies for the entire process of scouting, analyzing, screening, and onboarding talent. When you think of Digital Recruitment, perhaps the only image that comes to your mind is posting on online job boards or social media. But Digital Recruitment goes way beyond those things and incorporates a host of tools and strategies.

Here are 5 best practices that can boost your digital recruitment efforts.

1. Know your audience and create relevant content: Online information is the go-to source for job seekers of the digital generation. Hence, providing the right information in the right way to them is critical to your recruitment process. To create the best content, you need to know who you are trying to attract. Are you targeting millennials, Gen-X, or Gen-Z?

You may look to fill multiple roles within an organization or only target one group of job seekers, but you cannot communicate all of them in the same way.  It is essential to recognize the needs of candidates and deliver content accordingly. Refine your messaging and customize them so you can engage candidates more effectively.

For example, industry updates, salary reports, etc. work better with millennial job seekers, while talking about organizational culture, social practices, etc. appeal more to Gen-Z.

2. Emphasize on candidate experience: Recruitment is not a one-way street anymore. If a candidate needs a job, then an organization also needs the right talent. But we often develop a blind spot about the bigger picture. It is important to prioritize the candidate’s experience during the recruitment process. While they are doing their best by providing every information and fulfilling the due processes, you also need to let them know that they are cared for. Communicate with candidates regularly and don’t leave them hanging for a response and don’t forget to ask them for feedback on the process. This will not only make them feel that their inputs are valuable but also give you a realistic view of your strategy and how you can improve it. A good candidate-recruiter relationship goes a long way in getting referrals and an excellent reputation in the recruitment industry.

HR automation tools driven by AI can help you manage seamless communication and varied recruitment tasks. 

3. Build a robust social media strategy: In sales, they say, “be where your customers are.” The principle applies to recruitment as well. Job seekers today see social media as a great resource to discover jobs and learn about organizations. However, just posting on your social handles does not mean “having a great presence.” You need to have a well-designed strategy to be visible on social media. Make yourself present on various platforms and identify what content works for which platform.

For example, publishing jobs and posting industry updates on LinkedIn, showcasing employee success stories and testimonials on YouTube and/or Facebook, or engaging in trending conversations on forums, or updating major events on Twitter. In due course, you will see which platform works for you and where your audience is present.

4. Find a digitally designed screening system: If you are going all-digital, why keep your screening and testing process conventional? When sourcing candidates online, you are bound to have heaps of applications to sort from. An online assessment system will help you recruit faster and better. Screening systems designed with AI tools derive all data from candidates and process them to arrive at a scientific result. Amp up your filtering process by integrating an online, automated testing system, which tests candidates for technical skills, emotional intelligence, job capabilities, cultural fit, and more. With data-driven results, you can find the best talent and increase the efficiency of your digital recruitment process.

5. Focus on employer branding: Marketing your organization is not very different from marketing your product.  According to Reoot Peleg, founder of HR for HR, “Recruiters need to create branding for the company while marketers create branding for customers.”

Employer branding establishes an image of the organization that appeals to candidates by sending positive messaging, a distinct organizational culture, and social practices. The workforce of today wants to work in a place that is diverse, inclusive, and drives value more than tangible benefits. With employer branding, you can communicate where you stand against the candidate’s expectations.

It can take time and effort to build a solid employer brand that lasts long. But it is worthwhile when you become a memorable name for candidates.

Digital recruitment is a multi-faceted strategy but is unique to every organization. What would work for other companies might not work for you. But whatever you do, be consistent throughout the recruitment funnel, choose the right tools and channels, and you will see the best results.

Tags: Digital Recruitment, Employer Branding, Recruitment