Digital recruiting is no longer a trend, but the new normality when it comes to HR responsibility. Companies have long been using digital channels to specifically approach, inspire and ultimately attract talent. The active search for suitable candidates - known as active sourcing - is becoming increasingly important in order to discover the right people for your team outside of the traditional application process.
Why digital recruiting is indispensable today
In a rapidly changing world of work, a shortage of skilled labour and high expectations of personal development are taking centre stage. Companies that rely on traditional job advertisements run the risk of missing out on many exciting talents. Digital recruiting makes it possible to organise the entire recruiting process in a more efficient, transparent and targeted manner - from the initial contact to onboarding.
For example, a mechanical engineering company from the DACH region specifically uses LinkedIn to reach engineers who are not actively applying on the traditional job market. Targeted story posts and direct messages make it possible to reach highly specialised employees who are open to new challenges but are not actively looking.
Another example comes from the IT sector: a tech start-up uses job portals, social media campaigns and automated chatbots to speed up application processes. Interested parties receive immediate feedback and suitable offers, which significantly improves the experience.
A medium-sized service provider in the healthcare sector also benefits from digital recruiting. Here, events such as virtual open days and webinars are used specifically to get to know potential candidates and reduce reservations.
Active sourcing as a game changer in digital recruiting
Active sourcing is a creative, proactive approach to identifying talent that is a perfect fit for the corporate culture - even if they are not currently looking for a job. The aim is to engage in targeted dialogue with potential candidates, give them insights into the company and thus build a long-term relationship.
A traditional headhunter can study XING profiles, carry out targeted searches on LinkedIn and filter for suitable skills, project experience and industry expertise. Contact is established with a personal, appreciative message and the company positions itself as an attractive employer.
AI-supported tools also help to identify the right profiles from large amounts of data. Automated screening and matching processes allow suitable profiles to be selected quickly and precisely, which significantly reduces the workload for HR managers[6]. This leaves more room for personalised conversations and building genuine relationships.
Another example: an international retailer uses social media recruiting to draw attention to itself with targeted stories and interactive formats. This creates an authentic impression of the corporate culture and candidates feel addressed even before the first interview.
Digital recruiting and active sourcing are not isolated measures, but central components of a modern recruiting strategy that picks up talents where they are - online, interactive and personal at the same time[7].
Processes and methods in digital recruiting
Digital recruiting begins with a clear definition of the skills and values that suit the company. This is followed by a targeted search for suitable profiles, for example via social networks, job platforms or special recruiting tools that also appeal to passive candidates.
An established eCommerce provider, for example, uses online assessments to find out at an early stage how well applicants match its own objectives. This saves time and avoids wrong appointments because the selection is targeted right from the start.
Job interviews are also increasingly taking place digitally, for example via video call or asynchronous interview. This creates flexibility for both sides and shows how modern the company is. Candidates appreciate being able to present their strengths via video without having to travel long distances.
A best practice shows how an international consulting firm supplements its application process with digital onboarding solutions. New employees are given access to relevant information, checklists and training content before their first day at work - so they start well prepared and immediately feel welcome.
For digital recruiting to be successful in the long term, the entire candidate journey should be well thought out. From initial contact to application management and onboarding, companies benefit from efficient processes that are supported by suitable tools.
Typical challenges that companies approach me with are uncertainties when selecting the right platforms, a lack of strategies for active sourcing or the question of how to integrate digital methods into existing HR processes in a meaningful way. I regularly provide support here by giving impulses, presenting best practices and accompanying the introduction of digital recruiting methods.
Best practice from the customer project
BEST PRACTICE a customer (name hidden due to NDA contract) A medium-sized mechanical engineering company from North Rhine-Westphalia had previously had great difficulty finding suitable development engineers. As part of a transruptions coaching programme, we jointly developed a digital recruiting strategy that focuses on targeted active sourcing and the systematic development of a talent pipeline. We used LinkedIn Recruiter, targeted searches and social media marketing. After just a few weeks, the company was able to identify several promising candidates, significantly accelerate recruitment and substantially increase the quality of applications. Internal communication was supported by digital tools such as Slack to promote dialogue between the HR department and specialist departments. The success shows: Active searching and digital processes are a powerful lever to compete for talent.
My analysis
Digital recruiting is not just a buzzword, but a conscious decision for more efficient, agile and transparent HR work. Companies that rely on digital and active methods can respond specifically to the needs of their target group, accelerate recruiting processes and sustainably increase the quality of their teams[1][7].
Digital recruiting depends on a clear strategy, the right choice of tools and open, respectful communication. Those who digitalise their processes in a targeted manner and take the experiences of their target group into account will benefit from greater visibility, higher applicant quality and shorter time-to-hire times. The digitalisation of recruitment is therefore no longer a trend, but an essential building block for sustainable organisations.
Further links from the text above:
Digital Recruiting: Definition & Benefits (bgc-group.com)
Modern recruiting methods & digital recruiting (workerhero.com)
Candidate Sourcing: Your Ultimate Guide (+Tips & Strategies) (aihr.com)
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