Digital recruitment has undergone major changes in recent years. The recruitment process, the way in which vacancies are consulted and the expectations of candidates have all evolved, particularly in the wake of various global crises.
Digital recruitment remains an El Dorado for candidates, and jobs in the sector continue to multiply. Despite the automation of tasks in all sectors, this saves companies time in recruiting the best candidates for the most important positions.
It's almost as if we're no longer talking about corporate human resources, but rather about employer-branded talent management: these new challenges offer candidates a recruitment path based on the reciprocal exchange of resources between candidate and employer, in a horizontal manner.
What are the digital recruiting trends and processes for positions in digital marketing, web development, or even digital business development? Discover the best strategies to help you find and hire the best people for your team!
Why and how should you digitize your recruitment?
Video calls, emails, contact forms, interactive questionnaires, gamification of the recruitment process, remote tests... Digitizing your recruitment is becoming essential, especially in the digital market. Generally speaking, the rules have changed when it comes to recruiting new employees for an organization: the flexibility and availability of recruiters are positive messages that will inspire candidates to picture themselves within the company.
More and more candidates are also looking to work from home, a desire that has been accelerated by the COVID-19 crisis and the new expectations generated by new lifestyles. Thus, a business's recruitment process must use digital means to be carried out effectively and, for the recruitment team, to be able to meet and hire the best candidates.
While employers' demands on potential employees are as high as ever, candidates themselves have more and more requirements and conditions to imagine themselves in an organization.
This means that digital recruitment has to overcome a number of challenges for new talent. By offering digital recruitment from A to Z, you can offer strong added value around your structure, showing that flexibility plays an important role in the day-to-day running of your company. Make your recruitment process a major asset in your employer brand communication, providing people with a positive application experience.
Top trends in global digital recruitment
From virtual hiring and AI-driven tools to the rise of remote work opportunities and data-driven decision-making, certain trends in global digital recruitment are revolutionizing how companies attract, engage, and retain top talent in the ever-evolving digital world.
The trend of virtual hiring in digital recruitment refers to the increasing use of technology and online platforms to conduct various stages of the hiring process remotely. Virtual hiring gained significant traction during the COVID-19 pandemic, as it allowed businesses to continue their recruitment efforts while adhering to social distancing measures.
Virtual hiring includes virtual interviews conducted through video conferencing tools, online skills assessments, and remote onboarding processes. This trend has not only improved the efficiency of recruitment but also widened the talent pool for organizations, enabling them to access candidates from different geographic locations. The convenience and flexibility of virtual hiring have made it a prominent feature in modern recruitment strategies.
AI and automation
AI-driven recruitment tools and software assist in candidate sourcing, screening, and engagement, significantly reducing the time and effort spent on manual tasks. In addition, chatbots provide real-time interactions with candidates, answering queries, and guiding them through the application process. Rather than fearing AI technology, recruiting teams should keep an open mind about the various tools available and use them to make the hiring and application experience easier and more enjoyable for all involved.
AI algorithms can help a business with identifying top candidates based on their skills and qualifications, leading to more data-driven hiring decisions. Automation simplifies repetitive tasks like resume screening and interview scheduling, allowing recruiters to focus on building relationships with candidates and making strategic talent decisions. This trend involving AI technology enhances the efficiency and accuracy of the recruitment process, benefiting both employers and job seekers.
Data-driven recruiting involves the strategic use of data analytics to inform and optimize various aspects of the hiring process. By leveraging various forms of data, such as candidate sourcing metrics, application conversion rates, and candidate performance data, recruiters can make more informed decisions.
This trend enables companies to identify the most effective recruitment channels, assess the success of recruitment campaigns, and improve the candidate experience. Data-driven recruiting also helps in identifying patterns of successful hires, enabling organizations to focus on attracting candidates with the right skills and cultural fit. Ultimately, data-driven recruiting enhances the efficiency and effectiveness of the hiring process, leading to better talent acquisition outcomes when using a digital recruiting strategy to hire people for a team.
Employer branding in digital recruitment focuses on cultivating a strong and positive online image of the organization as an employer on the business's website and beyond. It involves showcasing the company's culture, values, working environment, and employee experiences to entice the top talent. Through various digital channels, such as social media, career websites, and online content, businesses highlight their unique value proposition to promising candidates.
Establishing a compelling employer brand allows organizations to differentiate themselves in the competitive job market, catch the eye of applicants who align with their values, and improve candidate engagement and retention. A well-executed employer branding strategy enhances the overall recruitment process and strengthens the company's reputation as an employer of choice.
Remote work opportunities
The shift to remote work has increased the popularity of remote job opportunities and widened the talent pool of applicants for companies. Digital recruitment has embraced working from home as a viable and attractive option for both employers and job seekers. Businesses are offering telecommuting arrangements to tap into a broader talent pool and accommodate candidates' work-life preferences.
Remote work opportunities have become more feasible due to advancements in technology, enabling seamless collaboration and communication. This trend has revolutionized the job market, providing candidates with greater flexibility and companies with access to diverse talent regardless of geographic boundaries.
Upskilling and reskilling
The trend of upskilling and reskilling in digital recruitment refers to the growing emphasis on providing training and development opportunities to existing employees and potential candidates.
With rapid technological advancements and changing job requirements, upskilling involves enhancing the skills and knowledge of current employees to adapt to new roles, software, and technologies. Reskilling, on the other hand, entails training individuals with different backgrounds or skill sets to fill emerging job positions.
Digital recruitment embraces upskilling and reskilling as companies recognize the importance of nurturing a skilled and agile workforce. This trend not only fosters employee loyalty and retention but also ensures a talent pool that can meet the evolving demands of the digital landscape.
Diversity, equity, and inclusion (DEI)
There has been an increasing emphasis on DEI in recruitment practices to foster diverse and inclusive workplaces. Organizations are actively seeking to appeal to candidates from diverse backgrounds and underrepresented groups, aiming to create a more open and inclusive working environment.
DEI initiatives in digital recruitment involve implementing fair hiring practices, promoting equal opportunities, and eliminating biases in the recruitment process. Employers are emphasizing DEI as it not only enhances creativity and innovation but also improves employee morale and productivity. This trend reflects a commitment to building a workforce that reflects the diverse perspectives and experiences of the broader society.
Another recent trend in digital recruiting is the use of gamification. This strategy involves incorporating game elements and mechanics into the hiring process to help engage candidates and assess their skills in an interactive and fun way. Companies are leveraging content such as gamified assessments, quizzes, and challenges to evaluate applicants' problem-solving abilities, critical thinking, and soft skills.
Gamification enhances candidate engagement and encourages active participation, leading to a more positive candidate experience. What's more, availing of this strategy provides recruiters with valuable insights into candidates' abilities and suitability for the role. This trend aligns with the digital era's emphasis on technology-driven solutions, helping to create a recruitment experience that's more dynamic and appealing to the modern workforce.
Social media recruiting
Businesses have increasingly begun moving beyond their website and using social media platforms such as LinkedIn, Facebook, Twitter, and Instagram to showcase their employer brand, job opportunities, and company culture as well as to connect with potential candidates.
Social media enables an organization to avail of targeted job postings, networking with possible candidates, and fostering relationships with passive job-seekers. Recruiters also tap into social media's vast user base and advanced targeting capabilities to reach a diverse talent pool. This trending strategy involving the use of social media has transformed the process of how companies connect with promising applicants, enabling them to stay competitive and build an online presence that resonates with their target audience.
How do you recruit talents in a digital world? Recruitment channels
Each company uses different recruitment methods, but the trend is towards free job platforms.
Search firms are not far behind. Specialized job boards, the career tabs of schools and universities, and Linkedin are also used by many recruiters.
On the other hand, social media networks, cooptation, and generalist paid employment platforms are less attractive to organizations looking to hire new team members.
These trends correlate with their slightly different levels of effectiveness.
There's no doubt that recruitment agencies or headhunters are the best way to find a rare gem and target recruitment on a specific type of profile. They're often thought to be the most effective recruitment channel. If you opt to use this strategy, you'll want to be sure to find reputable agencies that specialize in your industry or job roles.
Share your hiring requirements and expectations with them. They will actively search for suitable candidates, conduct initial screenings, and present you with pre-qualified applicants. Work closely with the agency throughout the hiring process to find the best-fit candidates for your organization.
Specialized job boards
Specialized job boards, on the other hand, offer the advantage of investing resources in the online recruitment of qualified, targeted profiles.To utilize specialized job boards for recruitment, you will want to identify platforms that cater to your industry or specific job roles to ensure that your ads are as effective as possible.
Create detailed job postings with clear requirements and benefits to draw in relevant candidates. Use targeted keywords and filters in your ads to reach your desired audience. Monitor responses and engage with potential candidates promptly to streamline the hiring process effectively.
On the other hand, co-optation, which is not as popular as it used to be, normally ensures a certain quality of profile, since candidates are recommended by people you already know and trust.
Co-optation in recruitment refers to the practice of involving existing employees in the hiring process. It often involves asking employees for candidate referrals, recommendations, or involvement in interviews. By engaging current employees, an organization can tap into its networks and expertise to identify potential candidates who may be a good fit for the business's culture and values.
Free employment platforms
Free job platforms, which are widely used because of their affordability, naturally bring in applications, but attention must be paid to the quality of the website. Just like with specialized job boards, creating compelling job postings that highlight your company's unique selling points is essential.
Post these ads for job openings on reputable free job boards like Indeed, Glassdoor, or LinkedIn. Optimize your job titles and descriptions with relevant keywords to increase visibility to potential candidates. Keep and eye on and respond to applications in a relatively short amount of time to ensure a smooth recruitment process.
In 5th place for the most effective recruitment channels, university platforms are still great places to connect with young, dynamic graduate talent ready to enter the working world. If this strategy is a good fit for your organization, you can begin by exploring universities' career pages or job boards to post your job openings.
Tailor your job descriptions to appeal to fresh graduates or alumni. Engage with students through career fairs, webinars, or workshops to build brand awareness and attract potential candidates. You might also opt to offer internship programs to nurture talent early on.
Social media networks
Social media networks and paid employment platforms are generally effective for only a small proportion of recruiters. As mentioned earlier, however, social media is definitely growing in popularity when it comes to attracting and connecting with job applicants.
If your business is looking to hire new people, think about leveraging platforms like LinkedIn, Facebook, and Twitter to create engaging posts with job descriptions and company culture to entice candidates. Use relevant hashtags in your ads and target your audience based on location, interests, or skills. Engage with possible applicants through comments, messages, and personalized interactions.
How does the recruitment process work?
In most cases, on average, a time span of about 1 month elapses between the decision to recruit and the signing of the contract. In some cases, it can take up to 2 months or even longer, depending on the position.
On the other hand, it's rarer for companies to reduce the recruitment process to less than 3 weeks. This is often the case for smaller, more flexible structures. This may also be due to the large number of applications received.
It's worth noting that recruitment procedures are often longer for very specific positions such as web development, where missions are very precise and profiles are rarer to find.
How many applications does it take to find your future employee?
Let's talk about the different types of positions.
It's easy to receive CVs in the digital marketing or business development fields. These fields attract more applicants than the average.
University or business school graduates who apply for this type of position are more general than the more specific profiles sought for web development positions, requiring in-depth knowledge of technical tools.
How many interviews does it take to recruit in the digital market?
When it comes to interviews, a recruiting manager will generally conduct two or three before committing to signing a contract.
However, it's very rare to have just one interview, and even more surprising to have four or more.
The interview is useful for both parties:
- Applicants must show the recruiter that they're capable of fulfilling the tasks requested in the job offer and that they will be able to adapt to the company's culture.
- Recruiters must present the company in the best possible light, including its values, management style, etc.
Generally speaking, a recruiter will need two interviews to fully understand a candidate's motivation. If you're an employer, you don't want to scare them off with too many steps.
In addition, the possibility of a practical test is a reassuring element in the search for talent, both for the recruiting manager and the candidate.
Conducted on the business's premises or remotely, the purpose of the test is to measure the candidate's real abilities.
The recruiter will be able to see things a little more clearly, since during a traditional interview, the candidate can always hide behind a prepared CV or flowery speech.
What's more, it conveys a serious, high-quality, and challenging company image in the eyes of the candidate.
Web developers: Training and profiles in high demand among recruiters
Recruiting web and mobile developers is a particularly complex task, in a market that's booming in terms of job offers and salaries.
On average, developers are very well paid, but less numerous on the job market than marketing or sales candidates.
Their meticulous know-how is particularly attractive to recruiters, given the digital and technical evolutions to which the business must adapt in order to remain at the heart of the trend.
To recruit this type of profile, recruiting managers have identified a trend: they're more inclined to use a headhunting agency to help source candidates, as well as specialized job sites, to reach their target more easily.
If you're an e-tailer looking to improve your brand image, head over to our article on employer branding examples to discover strategies to take your HR strategy a step further.