With recruitment and the changing nature of working life, more and more companies are interested in using digital recruitment in their processes. What is digital recruiting, why does it work and what are the steps involved? Jobilla's Director of Marketing, Tommy Aittola, answered questions about the topic.

What Is Digital Recruitment?

Digital recruiting refers to the use of the Internet and technology to conduct the recruiting process. Digital tools help reach and activate the right experts, as well as improve managing the candidates and communicating with the candidates. Examples of such digital tools include various recruitment systems and paid advertising tools.

Candidate-driven recruiting has increased in job search in recent years due to the shortage of experts.

Digital recruitment has evolved with digitization. In the late 1990s, the first job portals appeared on the Internet. Over time, various recruitment systems and tools have also evolved to target advertising. Candidate-driven recruiting has increased in job search in recent years due to the shortage of experts. Therefore, digital recruitment should be fully targeted to candidates. At Jobilla, we have developed functional and modern recruitment methods for contemporary recruitment through continuous development and data analysis.

How Is It Different From Traditional Recruitment?

In the traditional recruiting process, for example, a job ad is added to the recruiting media asking candidates to send a resume and letter of application. To do this, they are also sometimes asked to fill out a long and complicated application form. Applications are then expected, reviewed, and potential candidates are invited for an interview. This method worked well years ago, but today it is not the best option. In fact, recruiters no longer have a dominant position, but must now actively compete with other companies for experts. The biggest problem with the traditional recruiting process is that it doesn't take this into account.

Over time, the traditional recruitment process has become employer-driven. In such a recruitment process job offers are distributed in the media, e.g. in job boards, where not all potential professionals are reached, because only some of them actively search for jobs and see these job offers.

These potential professionals in inactive job search are called passive job seekers, that is candidates, who might change jobs if a suitable job opportunity arises. However, they are not actively looking for a new job or are not willing to make the effort for active job search. In this case, they are also unlikely to visit the job board. Applying for a job through the traditional recruitment process is too difficult, even if the desired professionals can be reached through open job postings. That makes it likely that the process won't continue.

From the beginning, the digital recruitment process has been viewed as more employee-driven than employer-driven.

This means that the recruiter is primarily thinking about how he or she can reach potential experts and attract their interest.

Before you begin the recruiting process, it is important for the recruiting organization to think carefully about what type of professionals you want to reach and why. Once this is clear, the next thing to consider is how to reach them – for example, what social media channels do they spend their time on? It's also important to think about what appeals to them and how to attract their interest. Interviews and surveys of potential team members with potential experts can be used to gather this information.

If the organization is clear about the type of people it wants to hire for the team, where to reach them, and how to attract their interest, it is much easier to create a recruitment campaign, and do it cost-effectively through paid social media advertising, for example. Using ad targeting tools, you can reach and target experts. This way, budgets are not wasted on prospects who are not a potential target audience. It is possible to use various activation tools to activate potential experts with whom the connection can be made effortlessly. For example, once the contacts are opened and there are enough potential candidates, the communication and management of candidates can be automated and accelerated with a recruitment system.

Which Companies And Organizations Should Benefit From Digital Recruiting and What Results Can be achieved?

Digital recruiting speeds up the recruitment process and has made it possible to reach the professionals who could not be reached by traditional means. Digital recruitment is also a more cost-effective option than headhunting services, for example, as it works for all audiences and allows you to get results quickly.

If the company or organization wants to recruit new experts, it is worth using digital recruitment. For example, Jobilla offers a free recruitment system that greatly simplifies recruitment management. The right experts are the most important resource for companies. Therefore, it is worth investing not only in the implementation of a recruitment system, but also in optimizing the entire recruitment process. In this case, more top experts will be attracted to the recruitment pipeline, and the execution of the process will no longer require much effort.

In general, the using digital recruiting multiplies the results compared to the past when the entire recruiting process is taken into account. The recruitment process is as strong as its weakest part, so it is important to consider candidate guidance at all stages of the process.

At Jobilla, the results exceed the client's expectations many times over, which is why the initial pilot campaigns lead to mostly ongoing partnerships.

How Can a Company Find the Right Digital Recruiting Process for Itself?

There can be a variety of digital recruiting processes. But at Jobilla, the process is based on the analyses of several thousand campaigns that have proven to be the best. And we are constantly evolving our processes to deliver the best results for our clients. At Jobilla, digital recruitment has considered all parts of the process and optimized them either through digital campaigns, digital activation tools or an advanced recruitment system.

So far there is no example in recruitment where the traditional recruitment process would win over the modern digital recruitment process.

Even if there are "too many" potential applications, modern recruitment systems as part of the recruitment process enable the management of candidates, for example the communication and selection of candidates, so that the process remains simple and manageable.

On the other hand, if there are not enough potential candidates, modern activation tools can 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.

What Tools Are Used in Digital Recruitment?

To be able to perform digital recruitment completely on your own, you need knowledge of digital marketing and knowledge of advanced conversion tools. A modern recruitment system takes into account the needs of the recruiter in today's recruitment and combines, among other things, targeting tools for recruitment marketing and automation tools for applicant management and communication in a way that they can be used digitally without a marketer certificate. Jobilla's recruitment system is at the heart of the digital recruitment process, facilitating its management and execution.

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