In today's dynamic competition for skilled labour, companies are faced with a major challenge: not only do they have to find talented people quickly and in a targeted manner, they also have to win them over. Digital recruiting offers decisive advantages here because it utilises modern technologies and makes recruiting contemporary. Those who see digital recruiting as an integral part of their talent acquisition will gain a sustainable advantage in the war for talent.
Digital recruiting: Continuous change as an opportunity
The digital transformation has fundamentally changed recruiting. Instead of relying on traditional methods such as printed job adverts or job fairs, online strategies now take centre stage. Digital recruiting encompasses all digital channels and tools that companies use to approach, select and attract potential applicants. These include professional networks such as LinkedIn, online job boards, social media, digital job interviews and automated applicant management systems[1][5].
One example: A medium-sized IT provider has radically switched its recruiting to digital recruiting. The result: within two months, the company was able to increase its applicant numbers by 40 per cent. The quality of the candidates also improved because they were filtered specifically according to skills and cultural fit.
Another example: An international software company uses targeted social media adverts to attract developers. The adverts are placed based on interests, skills and location. In this way, the company also reaches passive talent who are not actively looking but are open to new challenges[7].
Digital recruiting opens up new avenues because it responds flexibly to the needs of the target group. Those who do not recruit digitally today will lose touch with the market.
Active sourcing: The art of targeted contact
Passive applicants make up the majority of the global talent pool. This is precisely where active sourcing comes in - a method that is becoming increasingly important in the context of digital recruiting. Active sourcing means that recruiters approach potential candidates in a targeted and proactive manner, even if they are not currently looking for a new position. The big advantage: companies can reach people who are particularly valuable but have not yet taken part in the application process[6].
A practical example: a growing bank is looking for qualified personnel for its digital transformation team. The recruiter identifies suitable profiles via LinkedIn, makes targeted contact via InMail and builds a relationship. After a personal exchange, several experts decide to make the switch - even though they had not actively searched beforehand.
Another example: A start-up in the healthcare sector uses targeted social recruiting. The HR manager searches for specialists in suitable Facebook groups, contacts them directly and invites them to a virtual dialogue. This creates a dialogue that leads to several successful hires.
It is important that anyone using active sourcing as part of digital recruiting knows the target group precisely and chooses a personalised approach. The quality of the first contact is often decisive for further cooperation.
BEST PRACTICE with one customer (name hidden due to NDA contract) The HR department of an international logistics service provider uses data analysis and AI-supported tools to identify relevant profiles. The active sourcing employees regularly search databases to find suitable candidates. At the same time, they train their recruiting teams to ensure an empathetic approach. The result: the quality of recruitment increases, the fluctuation rate decreases and the onboarding processes run more smoothly. Open positions are filled more quickly and the company gains a competitive advantage in a highly competitive market.
Strong employer branding as a success factor
Digital recruiting depends not only on the right technology, but also on an authentic corporate brand. Today, potential employees intensively scrutinise whether the company is a good fit for them. Companies that communicate their values, working environment and development opportunities transparently score points with their target group.
For example, an industrial company sets up its own career website where current employees share their experiences. Authentic insights, videos and stories create trust and appeal specifically to suitable talent.
Another example: a technology company uses Instagram and TikTok to reach young talent. The posts show real people, exciting projects and teamwork. The reach is increasing noticeably and the number of unsolicited applications is growing.
Digital recruiting offers many opportunities to position your own brand more strongly as an employer. Authenticity and transparency are crucial here.
Recommendations for successful digital recruiting
Those who make targeted use of digital recruiting and active sourcing increase their chances of attracting top talent. Here are some ideas for successful implementation:
- Define precisely what skills, experience and cultural fit you are looking for. This is the only way you can specifically search for suitable candidates and select the right channels.
- Use professional networks such as LinkedIn, but also niche platforms and social media. Expand your search with targeted adverts and suitable hashtags.
- Focus on authentic employer branding. Show what your company stands for and let your employees have their say.
- Automate repetitive processes such as screening or scheduling interviews. This leaves more resources for personal contact and relationship building.
- Track your recruiting key figures on an ongoing basis. This will allow you to recognise which channels and methods are particularly effective and adapt your strategy accordingly.
Those who take these steps to heart will benefit from a modern, digital recruiting process that works quickly, flexibly and in a targeted manner.
BEST PRACTICE with one customer (name hidden due to NDA contract) A medium-sized consulting company in the field of digitalisation has won iROI-Coaching as a partner for a strategic recruiting project. Together, they developed a comprehensive digital recruiting strategy that combines active sourcing, social recruiting and employer branding. The team established a data-driven approach to target potential candidates and streamline the recruiting process. The measures were continuously optimised, new tools were integrated and collaboration between HR and specialist departments was strengthened. Today, the company is able to attract suitable talent faster and in a more targeted manner and position the brand as an attractive employer.
iROI-Coaching as a partner for your digital recruiting
Digital recruiting is not a project, but an ongoing process. If you want to make profitable use of digital tools and an active approach, you need experience, strategy and the right support. iROI Coaching supports companies in the development, implementation and optimisation of their digital recruiting strategy.
Clients often report that they are able to overcome recruiting challenges more quickly with an external partner like iROI-Coaching. The external perspective helps to identify new potential, strengthen collaboration and expand the company's own employer brand in a targeted manner. iROI-Coaching supports companies from the initial analysis and strategy development through to the ongoing optimisation of digital recruiting.
Together, we define goals, develop suitable measures and implement them consistently. In this way, companies benefit from a future-proof recruiting strategy that secures top talent and enables sustainable success.
My analysis
Digital recruiting is no longer a trend, but a central component of modern talent acquisition. Companies that make targeted use of digital channels and active sourcing can increase their reach, improve the quality of applicants and enhance their visibility as an employer. If you want to successfully attract talent today, you should actively shape digital recruiting, focus on a strong employer brand and utilise strategic partnerships.
Further links from the text above:
Digital Recruiting: Definition & Benefits | BGC Group [1]
21 Creative Sourcing Strategies To Find and Attract Top Talent - AIHR [6]
Modern recruiting methods & digital recruiting | WorkerHero [7]
For more information and if you have any questions, please contact Contact us or read more blog posts on the topic internet Return on Investment - Marketing here.
Deutsch 
English (UK)