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The digitization of recruiting

Internet, whether on the computer or via mobile devices, is impossible to imagine in today’s world. Today it not only determines how we consume news, how we navigate the world, but also how we communicate. Not surprising that it is also from recruiting not to think away.

The breadth of candidate addressing using web applications has increased significantly in recent years. Technological developments have made it possible for employers to network more effectively and more globally with potential employees. The development of interactive e-recruiting began in the mid- to late-90s, when the first companies uploaded job ads to their website. But with the establishment of these first online advertisements a steady development took place on the career portals of the companies. While it used to be easy to put the job ad on the website, more and more information was requested from the candidates’ side. Towards the end of the 90s the offer of the career websites was supplemented by Internet job boards. These finally allowed the companies a more targeted application approach, which at that time was not yet possible on their own platforms.

Transformation of recruiting

Classic, operational-administrative recruiting, which only a small number of potential qualified applicants could achieve, has become a complex, IT-driven process that can manage a large number of applications. The evolution in e-recruiting did not stop at the staff. The recruiting generalist from yesterday developed into the “recruiting specialist 2.0”. Today, a human resources department can not wait for a vacancy, but ideally, it will proactively approach the qualified applicants to win them over to the company. It is no longer enough to wait, the recruiter is today a real toolbox of possibilities. He must know all recruitment options and be able to use them. From social media via video, from mobile recruiting to applicant search at the POS or at trade fairs. He needs to understand his market, industry, and business so well that he can find the perfect candidates and actively support his superiors and partners. The personaler of today is no longer a service provider, as he used to be, he is a consultant.

The basic prerequisite for this is that the “recruiter of today” understands and can handle all web-based applications (blogs, social networks, wikis). But he also knows the technologies of the future, which would particularly fascinate candidates for the vacancy. Recruiting campaigns on virtual reality and augmented reality are also available on the market today.

He also knows how to empathize with his company, his industry and his target group. If this is possible for him, he can address applicants precisely to the target group and in this way filter out exactly the candidates who offer the highest possible match with the requirements of the new employee. In the course of the practical implementation of an online recruitment strategy, various disciplines of e-recruiting have developed over time, in which successful recruiters rigorously align their daily activities.

The personnel of today must always stay up to date and be a little innovation manager himself, albeit for his special field of study.

Photo by Nastuh Abootalebi on Unsplash


Also published on Medium.

Published inStartups

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