Marc O’Driscoll, Managing Director of Yoono, discusses the rise of digital recruitment in 2023, the benefits, the latest trends, how to acquire the best digital talent, bettering other recruiters and more.
What is Digital Recruitment?
Digital recruitment is the action of using digital tools and platforms to attract, assess, and appoint potential job candidates. It includes the use of social media, employment sites, applicant tracking systems, recruitment software, and other technologies to facilitate the recruitment process.
Digital recruitment can support making manual processes more efficient and automated associated with recruitment, such as sifting through CVs, interviewing, and onboarding candidates, and managing the data for the entire recruitment process.
Benefits of Digital Recruitment
Digital recruitment offers a wide variety of benefits, including cost savings, improved efficiency, scalability, and data analysis capabilities. It can reduce the need for manual labour in the recruitment process, as well as the need for large teams of recruiters to source and assess candidates.
Additionally, digital recruitment can provide more comprehensive access to a larger talent pool, including passive job seekers. It also allows for better tracking and reporting of each step in the recruitment process, which can lead to improved decision-making and more successful hires. Digital recruitment can also better inform the organisation of potential bias or discrimination in the recruitment process.
Digital Recruitment Trends
The latest digital recruitment trends include the use of artificial intelligence (AI) to automate the recruitment process, the use of video interviews and other digital tools to assess candidates, and the use of digital onboarding platforms to quickly and securely onboard new employees.
Another trend is the use of predictive analytics to identify the best candidates for a role. Additionally, organisations are increasingly focusing on their employer brand to attract the best talent available and using HR automation tools to streamline the recruitment process.
Building a Digital Recruitment Strategy
Building a digital recruitment strategy starts by understanding the needs of your organisation. You should identify the types of talent you need, the job roles you need to fill, and the sources you will use to find those candidates. You should also develop a budget and timeline for the recruitment process.
Next, you should create a plan of action to determine how you will use digital recruitment tools to source and assess candidates. Determine which tools will be most effective, such as job boards, social media, referral programs, and AI-based software. You should also decide whether you will use video interviews and automated assessments.
Finally, you should determine how you will measure the success of your recruitment process. You should track key metrics such as time to hire, cost per hire, and quality of hire. You should also review the data regularly to ensure that the recruitment process is effective and efficient. You will then result in building an extensive network and more importantly a strong team.
Best Practices for Digital Recruitment
The best practices for digital recruitment include leveraging the power of AI, utilising video interviews for a more comprehensive assessment of candidates, developing an optimised candidate journey, tracking key performance indicators, and increasing employer brand visibility.
AI-based software can automate mundane tasks and provide insights into the candidate pool, helping you to identify the best candidates quickly and efficiently. Additionally, video interviews allow you to assess a candidate’s non-verbal communication and personality, providing you with a more comprehensive assessment.
Developing an optimised candidate journey is also important, as it helps to ensure that candidates have a positive experience throughout the recruitment process. It should be easy to apply and make use of digital onboarding tools to help speed up the onboarding process.
Tracking key performance indicators (KPIs) such as time to hire, cost per hire, and quality of hire is also important. This will help you to identify any areas of improvement and ensure that the recruitment process is effective and efficient.
Finally, it is important to increase your employer’s brand visibility. You should use social media, job boards, and other digital tools to attract the best talent available.
Digital Recruitment Tools
There are a variety of digital recruitment tools available that can help streamline the recruitment process and make it easier to find and assess the best candidates. Some of the best examples include:
- Automated scheduling software: Automated scheduling software can simplify the scheduling process and reduce the time spent coordinating interviews.
- Video interviewing: Video interviewing allows recruiters to assess a candidate’s non-verbal communication and personality, providing a more comprehensive assessment of the candidate.
- AI-based software: AI-based software can automate mundane tasks, such as sorting applications, and provide valuable insights into the candidate pool.
- Talent mapping platforms: Talent mapping platforms can help recruiters to search for potential candidates in specific locations or industries.
- Online assessment tools: Online assessment tools can help recruiters to assess the skills of potential candidates quickly and accurately resulting in engineering teams of the highest quality.
- Social media: Social media can be used to promote job postings and increase employer brand visibility.
How can Yoono help?
Yoono realised the genuine significance of reputational image for both individuals and the organisations they work for and deal with, in coordination with digital recruitment.
Being extremely conscious that the reputational management of a company was very reactive, (aiding people when they have a concern or poor image), as opposed to being proactive and people becoming more conscious of their online presence and actions.
The aim was to support mass users in providing a comprehensive, consistent and non-bias online reputational report on those they are looking to employ, or conduct business with, also saving capacity time and reducing risk.
The journey has been a creative and transparent internal journey as we gathered feedback from our future users and partners on the levels and depth of data they would expect to see and hugely benefit from.
You can learn more about Yoono on our About Yoono page, or check out our Medium page.
Marc O’Driscoll, Managing Director of Yoono, discusses the rise of digital recruitment in 2023, the benefits, the latest trends, how to acquire the best digital talent, bettering other recruiters and more.
