10 Tips for Building a Digital Recruiting Strategy
The term digital recruiting refers to the use of technology to attract, find, select, assess, evaluate, and hire individuals for open positions.
Digital recruitment ranges from social media, career websites, mobile recruiting, using Artificial intelligence, and chatbots to find potential candidates.
The Benefits of Digital Recruiting
1. Employer Branding
Digital recruiting improves the employer’s brand image and social media channels are a great place to develop an employer’s brand. This process can be time-consuming but offers many benefits.
The digital recruiting tools are technology-based, which allows for automated processes and screening. Depending on the budget of the company, different types of tools can be used in the online recruitment process and can expand in the future.
2. Greater Efficiency
Sourcing candidates and hiring them is less stressful, and the communication with the candidates who have applied is more manageable, as well as an automated part of the recruitment process.
3. High ROI
When investing in digital recruitment, the return on investment is higher than the traditional recruitment methods. Recruitment efforts require the use of many digital hiring tools to coordinate interviews, assessments, and other hiring tactics. These investments tend to be high, but the return on investment is higher.
4. Wider Reach
The digital recruiting process makes it possible to reach far more remote applicants, which includes hiring international candidates.
5. Higher Company Morale
Digital recruiting infrastructure gives equal opportunities to the candidates and improves the morale of the candidates.
10 Tips for Building a Digital Recruiting Strategy
1. Solid Social Media Strategy
Building a social media strategy and being consistent in the hiring process helps to increase brand awareness on those platforms. The brand can gain momentum in marketing by identifying the ideal customers and using them. Use social media recruitment as an advantage by conveying the company culture the applicants should expect, including job postings. This is one of the most effective ways to get a real understanding of how candidates experience your recruitment strategy.
2. Focus on the Candidate Experience
Focusing on the candidate experience is an objective when reviewing digital recruitment tools that can be used for improving the candidate experience for the role. Use digital tools, like personality quizzes and assessments, to make the experience more personalised and encourage more candidates to apply for the position. The candidate experience is provided, so as to be consistent in the entire recruitment process.
3. Build Reputation
Reputation is important for a brand to survive on social media platforms, and for a wide-reach audience. Recruiters need to create branding for the company and the marketers can create branding for its customers. Branding as an employer can take time and effort, but it is worth it. Companies with strong employer brand experience can reduce cost per hire and more qualified applicants.
4. Digital Selection Process
Using a digital selection strategy gives a positive experience for both the recruiters and the candidates. The candidates who fit your job requirements and the company culture are moved toward the next stage of the recruitment process. Through this process, the hiring managers interview candidates who have been already assessed.
While using digital recruiting, even automated tools, like Applicant Tracking System, can be used for selecting candidates, which improves productivity and eliminates manual tedious tasks.
Communication is required at all stages of the recruitment process. The candidates have to be aware of which part of the stage they are in the hiring process. Communication is an important process for any type of recruitment, in digital recruiting, organisations have to communicate with the candidates on the platform.
6. Choose the Right Tools
Selecting and implementing the right digital recruitment strategy consider what tools you need to help achieve the objectives.
7. Training and Development
Train your marketing team to utilise these tools to the fullest. Identify the areas for improvement, and work on those for implementing an effective digital recruitment strategy.
8. Track Digital Recruitment Metrics
These digital recruitment metrics help to manage the expectations of applicants while assessing their skills and fit for the role. These metrics help to measure how to improve your recruitment infrastructure and, thereby, provide candidates with improved candidate experience.
9. Getting Feedback
Feedback helps recruiters to understand what the candidates think about the recruitment process. Once the candidates go through the application process they do the assessments and get a score. The candidates who go through the digital recruitment process rate the interview experience. These candidates can have comments and opinions to analyse, and the organisation can look for ways to improve and refine its strategy.
The main objective of a digital recruiting strategy is to provide the smoothest possible experience, which can be created by asking for, and receiving feedback from candidates and monitoring the key performance indicators.
10. Manage Candidates
Digital recruitment technology increases the reach for hiring managers, organisations have to manage these candidates in the hiring process and must utilize technology to find and employ the ideal candidates for available positions.
Frequently Asked Questions
1. How does digital recruiting impact the hiring process?
Digital recruiting has a huge impact on the hiring process by widening the reach, improving efficiency, providing a higher return on investment, improving employer branding, and encouraging higher company morale. Job candidates can be recruited using digital platforms. The interview and onboarding process can be completed by using online automation software and applicant tracking systems.
2. What are the most valuable digital recruitment tools for the HR team?
Chatbots, Applicant Tracking Systems (ATS), Artificial Intelligence (AI), and social media are some of the most valuable digital recruiting tools for a human resources team.
3. How is digital recruiting different from the traditional recruitment process?
The digital recruiting process is a modern method used by organisations. This can also be used to reach out to passive candidates who are already employed by effortlessly arousing their interest, and subsequently expressing their interest in an open position.
4. How can a company find the right digital recruiting process for their organisations?
There are a variety of digital recruiting processes. Digital recruitment has considered all parts of the process and is constantly evolving the processes to deliver the best results.
Digital recruitment has been constantly evolving for serval years, and artificial intelligence offers powerful solutions, such as the matching algorithm. This technology helps to find qualified candidates independently based on criteria, and generates the list of candidates for the role.
Digital recruiting refers to the manner in which job candidates are recruited using digital channels. Recruiters find job candidates through online channels, such as social media and online job boards.
The tips for building a digital recruitment strategy are to have a solid social media strategy, focus on the candidate experience, build a reputation, as well as have the digital selection, communication, training, and development while tracking digital recruiting metrics, getting feedback, and managing candidates.
An established ideal candidate profile can help target and source the types of candidates that the organisation wants to attract.
Award-winning recruitment software that will find, attract, hire and analyse the way you want to work. At LogicMelon, we have experienced software recruitment marketing specialists to help you build effective recruitment solutions supported by the best customer service you’ll find anywhere!
Email: email@example.com or call LogicMelon (UK) +44 (0) 203 553 3667 (USA) +1 860 269 3089
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