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How to Strengthen Your Digital Recruitment Strategy


According to a LinkedIn survey, 75 percent of our workforce today is filled with passive candidate group. Passive candidates are professionals who are currently employed and not actively looking for a new opportunity but might open and be willing to discuss for a new job opportunity. For that reason, this passive group could be a perfect place for employers to tap on more skilful talents.  Besides, almost all businesses find their next employee by optimising and focusing on passive candidates, LinkedIn reported.

What is digital recruitment?

One of the most current methods to find and fetch those passive candidates is by enabling digital recruitment or online/social recruitment. This current recruitment strategy is accessible for 24 hours a day, seven days a week which let you tap every single candidate you desire. 

See also: The Necessity of Programmatic Job Ads & Some Useful Tricks

Digital recruitment is the process of leveraging technology to access, source, and hire candidates for vacant positions. The recruitment strategy includes expanding job boards, career websites, mobile recruiting, online assessments, and social recruiting. Likewise, digital recruitment is a strategy that generates greater return on investment because you only need a shorter time frame to hire a specific candidate, making this strategy efficient as it will take less time in sourcing, selecting, and hiring candidates.

How to optimise digital recruitment?

Harnessing the benefit of digital recruitment, nevertheless, should come with an equitable strategy. Without an accurate method, you might just waste time on your social recruitment. So, without further ado, here are three easy to follow methods you can apply.

1. The more you use, the better - but with exception

Digital recruitment presents recruiters with numerous advantages, thus, the more social media you use the more talents you can tap on. There are already a bundle of mainstream social platforms you can use to post your job offers such as LinkedIn, YouTube, Twitter, Facebook, Instagram, Tumblr, WhatsApp, Skype, Line, and more.

Nevertheless, this technique should be balanced with a well-written recruiting strategy. As each social platform has their own characteristics and customisation, you should be savvy in using them. Social media usage should also balance with your team’s capability. For example, your team use more than 15 social media for digital recruitment. Yet, instead of actually recruiting individuals, your team is getting busy managing these online channels only.

Therefore, it is important to use a media channel that works for you and the team. Then, see how these channels can be used in a scalable way to search, shortlist, and select candidates.

2. Find a good partner for your channels

So, you have the right platforms to use – it is time to find a partner for them. Without the presence of technology that supports your digital recruitment, your strategy would go into waste.

A technology partner such as recruitment management system is useful to post jobs on websites and multiple job boards. You can also use online assessment tools to identify high-performing individuals and screen them using convenient tests which can be administered remotely. Using this technology will save you time and cost.

3. Prioritise candidate experience

Candidate experience is vital as it helps you nurture and get the best out of hundreds of talents. Candidate experience is also needed to build a good rapport between you and future talents while building a solid company brand at the same time. Therefore, your job application platform must be easy and simple to use.

It could be hard to objectively assess your own digital recruitment. Therefore, you can mystery shopping your own application and selection process to get the objective judgment and whether your strategy is already the best out there.

In addition, you can enhance positive candidate experience by regular and clear communication, providing updates, and sticking to your hiring timeline. You can also ask for feedback on your candidates for a better relationship in the future.

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