digital recruitment strategies

Organizations are expanding at a rapid pace, however small the growth margin may be, the growth rate is consistent. As a result, new talents have more and more options nowadays. But, hiring managers find it more challenging to hire the most competent candidates for their organization. Employing recruitment marketing methods can help hiring managers and recruiters draw in and capture the interest of qualified candidates. 

More than just advertising job openings on career portals are required to have digital recruitment strategies. 

To ensure that things are scalable over time, it takes the recruitment funnel into account and examines both applicant experience and process efficiency. This means that an employer, to develop a solid digital recruitment strategy, must start with a large picture, comprehend all the components, consider what can be automated and what needs to be done manually, and implement the hiring process.

It also implies that recruiters need to set up suitable tracking for data collecting so that they can measure the strategy’s efficacy accurately and iterate and modify the course of action when things go according to plan.

If the recruiters fail to implement the HR recruiting strategies, they’ll struggle to plan further processes and acknowledge the digital recruiting strategy’s key benefits. In this article, we’ll guide you through the meaning of digital recruiting, its benefits, and how to improve recruitment skills.

What Is Digital Recruitment?

Digital recruitment is also called online recruitment or social recruitment. Digital recruiting is when a recruiter, hiring manager, or human resource professional uses social media platforms or any other technology throughout the recruitment process to attract the most candidates and hire the best candidates. 

Digitalization’s two main facets are the Internet and mobile technology which are essential in all aspects of the workforce, including hiring. Enhancing the recruitment process with additional benefits, this internet-based hiring is what distinguishes digital recruitment.

Even though posting job openings on social media and online job boards certainly plays a factor, digital recruitment goes far beyond these channels. Instead, it covers a wide range of digital tools and tactics that cover the complete recruitment process, from beginning to end. 

Some online job posting and advertising strategies for recruitment. 

  • Posting on the job boards.
  • Advertise on career websites.
  • Mobile recruitment.
  • Using pre-employment assessment tools
  • Social media recruiting.

These hiring strategies undoubtedly explain modern hiring and how the Internet and other technology have become crucial elements of the hiring process. In general, the study says that  79% of the candidates employed online resources and insights in their job search.

Defining Digital Recruitment Strategies 

Digital recruitment strategies define the decisions and actions the organization will take to use digital technology to accomplish its recruitment objectives. The strategies should include how employers use technology and the internet to find, source, screen, hire, and onboard candidates. If businesses want to get the most out of their digital recruitment strategies, there are a few traps to watch out for, just as with any investment in digital transformation. 

Risks include misalignment with the larger organization, spending money on incorrect technologies, ignoring the candidate experience, and failing to teach the employee to use digital hiring tools. 

A long-term plan that makes use of digital marketing techniques to attract suitable candidates to the contracting company. This is well beyond just posting jobs on job sites. It makes use of effective methods including email marketing, geo-fencing ads, retargeting display ads, and Google search ads. 

The digital recruiting strategy uses these platforms to advertise the organization’s hiring to the targeted audience and ultimately create a pipeline of quality candidates.

Key Benefits Of Digital Recruitment Strategies

Let’s discuss the advantages of digital recruitment before moving on to the next stage of the digital marketing of the hiring process. Here are a few key benefits of digital recruiting strategies, 

1. High Effectiveness: 

Less time is needed for recruitment, and engaging candidates. This is because the AI automation of the hiring process makes communication with applicants a manageable and transparent aspect of the process. 

2. Cost Reduction: 

The majority of businesses convert to digital recruitment since it is far less expensive than using traditional methods to find candidates. Each step of the hiring process, including posting the job, finding qualified applicants, getting in touch with them, and conducting interviews, can be expensive. With digital recruitment, costs are either eliminated or significantly reduced.

3. Reach the unreachable: 

Very few great businesses can survive on talent from just one city or one country. Globalized talent becomes less of a choice and more of a requirement as markets grow increasingly globalized and people and products move quickly. When we say unreachable, this might mean more than just gaining access to solely international talents. It can also mean contacting talent that is passive but highly qualified and a fantastic fit for the company. 

4. High Return on Investment (ROI): 

When compared to the conventional approach, the ROI is always higher when investing in improving and making the recruitment process fruitful. The reason for this is hiring effectively will help employers identify top candidates earlier.  

How to Improve Recruitment Strategies?

Explore what a successful online hiring process looks like. Employers can choose and work with the proper individuals in their organization by following these simple steps. Nowadays, finding a job may be quite a game. There are many ways for employers to look for experts and professionals. But technology is undoubtedly their biggest advantage.

The Internet made finding potential employees much simpler. Connecting job seekers and businesses using social media and job search tools substantially speed up the hiring process. To land a job, one need not attend a face-to-face interview. 

Create Relevant Content

Every company that is committed to sustained growth should consider measures to both retain current employees and bring in fresh talent. A  tried-and-true method to accomplish this objective is to use your website to attract potential employee’s attention. Most business owners see their website as a consumer entry point, but if they include particular content to entice potential employees to apply for jobs with their firm, they may go much further. 

Additionally, employers must choose where to distribute this content. This ought to be close to the people they want to draw and where they spend the majority of their internet time. This might be:

  • Company’s website or blog
  • By posting guest blogs (On other websites’ blogs)
  • Through social media platforms
  • Via email newsletters.

When it comes to content, it’s crucial to deliver what customers desire. Therefore it’s imperative to first research the target audience. Identify the kind of content that appeals to them the most by researching the competitors.

Build a strong social media presence

Everyone’s daily life is greatly influenced by social media. There are approximately 3.6 billion people regularly using social media. Whether the company is trying to attract the younger generation or the more experienced and slightly older is the matter. But it might be intimidating to think about developing a strong presence across numerous social media channels, such as Instagram, Facebook, Twitter, LinkedIn, YouTube, etc. It is incredibly easy for it to consume all of the time. Therefore, it is crucial to once again comprehend where the audience “clings out”.

Before choosing the social media distribution channels, it’s critical to undertake market research. Analyze the social media platforms that the prospective candidate uses the most. The next step is to establish the company’s presence. Although it could take some time, consistency is the key. Post social media updates using text, photographs, and videos, and don’t forget to interact with your followers. 

The outcomes of these time-consuming digital recruitment Strategies are well worth the effort. When posting job openings on social media, it’s very helpful to communicate the company’s basic principles to encourage applicants who fit the culture well to apply. 

Focus on Candidate Experience

It’s challenging to examine the company’s recruitment process with objectivity. This makes “mystery shopping” the application and selection process. Apply for one of the openings right away and get virtual recruitment ideas. It’s one of the best methods for really knowing how candidates feel about the hiring technique. Employers can then take the necessary actions to advance after receiving this kind of feedback. For instance, we provide unique candidate experience with realistic job previews, personality tests, and situational judgments for our clients who deal with volume hiring. 

With this digital talent strategy, we can control the applicant’s expectations while showcasing the corporate culture and evaluating the candidate’s qualifications and suitability for the position. The secret is to treat applicants with as much respect as they can to develop a rapport with them. This is crucial for increasing the number of candidates who see their recruitment process through to the end. Remember to make the career pages, job postings, and applications mobile-friendly.

Only 20% of businesses claim their career site is mobile-optimized, even though nearly 90% of job seekers believe mobile devices are essential to the job search process. Make sure that mobile users can easily explore the business and its potential online. 

Establish employer branding

It will take some time and work to establish the employer brand, but it will be worthwhile. Strong employer brands can reduce hiring costs by up to 50% and attract 50% more quality candidates.

  • Develop an effective employer brand online: Make sure that the content is consistent throughout each of the platforms (website, social media, email marketing, etc.). This is important for developing a more powerful and enduring brand, plus less likely to mislead candidates with inconsistencies. 
  • Join lists of “best place to work”: These kinds of rankings can be seen in lists like Glassdoor’s employee’s choice awards and Indeed’s best place to work. Since they are exclusively based on employee feedback, make sure to claim the business profile and encourage employees to submit reviews. 
  • Manage reviews: Employers need to keep all of their online profiles updated. Verify that the links they’ve provided function, the images they’ve given are up to date, and the description is entirely accurate. 
Develop digital talent recruitment

By creating a simple recruitment process that allows everyone to move through the hiring process with ease. This entails being transparent and honest with applicants at all stages. Here is how Skillrobo software handles this situation. When we begin working with a client to rethink their digital recruitment strategies, they take a close look at how they evaluate applicants, move applications from the first to the last stage of the funnel, and handle the candidate experience. Then, utilizing the Skillrobo platform, employers can focus on the areas that need improvement and can be automated. Hiring managers may stop wasting time by shifting prospects from one column to another in their applicant tracking system (ATS) or manually scheduling interviews.

Additionally, recruiters make sure that only applicants who suit the job criteria and corporate culture advance to the following phases of the selection process by developing client-specific evaluations and situational judgment tests. This implies that only those applicants who have already been evaluated need to be interviewed by hiring managers. By accessing the various insights dashboards in their platform, recruiters may view their analytics data and match scores for each candidate. 

Create feedback channels

Creating feedback channels enables recruiters to gather feedback/opinions of candidates.  Once employers have feedback to consider, analyze it to determine how they might strengthen/modify their approach. This procedure must be ongoing. The recruiter should employ a tool or platform that asks candidates to rate their experience after they complete the application process and assessments and receive a matching score.  

HR managers and recruiters may view all of the comments on the backend and examine the word clouds to look for patterns. For instance, it could be a good idea to shorten the procedure if the majority of candidates complain that the application process is too time-consuming and employers notice that drop-off rates rise with each stage. 

Optimize the company’s website

Employers might consider investing in website optimization to make sure prospective employees can discover them online. It’s crucial to adapt the company’s website to numerous devices, including smartphones, that account for over 60% of all online searches, in addition to having a visually appealing and adaptable design. They may compete with mobile apps and keep the website’s user appeal by using a mobile-friendly design or a progressive web app. If they have a website but it isn’t mobile-optimized, they should hire app developers to make it more mobile-friendly.

Employ the best recruitment tools

The effectiveness of the digital recruitment strategy will depend on the technologies they employ. Start by carefully choosing the software used to create, enhance, and improve the current process. Spend some time considering the hiring criteria, and after that, think about the resources they’ll need to support the company’s goal. There are various technologies available that recruiters can utilize to enhance the application process for their candidates. First, they should start applying for the position they are hiring. It’s the only method to pinpoint precisely what the candidates go through when they apply. 

Make a note of any area that seems ‘slow’. Additionally, keep an eye out for personalization. They want to demonstrate to their applicants early on that they value them as “just another candidate”. The experience can then be personalized and made more memorable for each candidate using digital tools like personality tests and assessments.

Track recruitment metrics

Employers can’t improve if they don’t measure the recruitment metrics. It is a very simple process to do so. Consider the focal point of the digital recruitment strategy, and use key recruiting performance indicators to monitor the progress. For instance, the goal to raise the quality of the new hires? Or is it aimed at enhancing the employer brand? Whichever it is, be sure to clearly define the recruitment strategy’s goal, choose the appropriate criteria to gauge its performance, and pay attention to the data. Recruiters can use this to find any potential areas for improvement. 

Upskilling the team

Even if the organization has the appropriate hardware and software, if the recruitment team does not have the knowledge to use it, it is useless. Every time the employer purchases new equipment, their responsibility is to teach their teammates about the equipment. Educate them on how to use the equipment to make the most of these tools. Otherwise, they won’t be able to get the full benefit. 


Companies must adopt digital recruiting practices and keep up with the most recent trends as technology develops at a rapid pace. An exceptional digital recruitment strategy can significantly enhance the hiring process for both candidates and recruiters. 

Remember that the goal is to make the experience as seamless as possible, which they can achieve by asking the candidates for their feedback, getting it, and following up on the key performance indicators. They can quickly establish and enhance digital recruitment strategies with this data at their disposal. 

Recruiters can employ high-quality pre-employment assessment tests like Skillrobo, which provides an outstanding service to enhance the organization’s recruitment process. Using the pre-employment screening process employers can filter the top talents who have the competencies that help the organization to streamline their digital recruitment strategies and grow better. 

By doing this, companies may draw in top talented candidates and beat out the competitors in the competitive business environment. 

If you want to advance your hiring process, turn to digital recruitment strategies with Skillrobo!

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