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Digital Recruiting and the Publish-Pandemic Future

Kelly Lee
Digital Content Specialist


The world has modified throughout the previous 18 months. That a lot is definite. What has additionally modified is the world of recruiting. That’s as a result of the COVID-19 pandemic has thrust a hybrid recruitment mannequin upon all recruiters and expertise acquisition professionals.

And just like the virus behind the pandemic, this hybrid recruitment mannequin is greater than probably right here to remain.

What’s hybrid recruitment?

Earlier than we get too far “into the weeds,” let’s deal with the definition of hybrid recruiting. Simply what’s hybrid recruitment? Properly, it’s less complicated than it’d sound. In essence, hybrid recruitment is the mix of in-person and digital recruiting methods for the aim of making a simpler method to general expertise acquisition and hiring efforts.

Certainly, hybrid recruitment did exist earlier than COVID-19 arrived on the scene. Nonetheless, it was used sparingly and infrequently in sure conditions with particular circumstances. The virus modified all of that. Recruiters have been compelled to implement digital recruiting methods as a matter of necessity. The training curve was steep and the timeframe for adoption was brief.

In consequence, recruiters, hiring managers, and Human Assets professionals have been thrust into the world of distant work and digital recruiting. Some have been extra prepared with others. That’s as a result of they’d already familiarized themselves with the instruments of the commerce. These instruments embody the next:

  • Telephone interviews (which have all the time been a part of the recruiting and hiring course of)
  • Digital or video interviewing
  • Textual content messaging and electronic mail
  • Digital profession festivals
  • Digital hiring occasions
  • Distant onboarding

Hybrid recruitment goes hand-in-hand with a hybrid workforce. As soon as once more, earlier than the COVID-19 virus, many organizations already had a hybrid workforce. This implies a few of their staff labored on-site and a few labored distant. The world of labor was already entering into that course. The pandemic merely served to speed up its price of pace. Organizations that already had distant employees now had extra of them. These organizations that by no means had any distant employees have been now confronted with the challenges that having distant staff introduced.

And naturally, a part of the hybrid workforce are digital recruiters. Some recruiters work at a brick-and-mortar bodily places. Others work remotely. The latter carry out their duties in a digital method. Consequently, they’re extra prone to depend on hybrid recruitment methods. Nonetheless, should you work as a recruiter at a bodily location, however you interact in digital recruiting methods, does that make you a digital recruiter?

The job applicant or candidate participating with you just about in all probability believes so.

So in a way, all recruiters working within the market are digital recruiters. Some are simply extra digital than others.

The advantages of hybrid recruitment for digital recruiters

The hybrid recruitment mannequin gives loads of advantages for every type of recruiters, together with digital recruiters. The highest profit, as you could have surmised, is flexibility. This is applicable to each job candidates and recruiters. And with extra flexibility comes extra comfort. However there are different advantages, as properly, together with:

  • Diminished prices
  • Improved pace to rent
  • Discount of danger
  • A greater expertise for candidates and candidates
  • Higher variety hiring

It is smart that the extra instruments you could have, the simpler you may be. This actually applies to recruiting and hiring. Through the use of a mix of in-person and digital methods, recruiters can benefit from the “better of each worlds.” They will use in-person methods when it is smart. Conversely, they will use digital methods when it is smart.

For instance, a recruiter may employer digital methods at first of the method. However when it will get all the way down to “crunch time,” they could wish to meet high candidates face-to-face. (Or, when relevant and/or applicable, give them a tour of the amenities.) The bottom line is that recruiters now have many instruments at their disposal. In consequence, they will change course and make changes shortly. This enables them to keep away from issues and keep on observe extra simply.

Sorts of hybrid recruitment

As a result of hybrid recruitment presents a lot flexibility, there may be a couple of mannequin. Recruiters can select the mannequin that works the perfect for them in mild of their wants. What may work in a single scenario won’t work in one other. The bottom line is to decide on not solely the precise instruments, but in addition the precise technique. When these two are aligned, your probabilities for achievement enhance.

Beneath are three hybrid recruitment fashions:


That is the mannequin of which most individuals assume. On this mannequin, recruiters use each in-person and digital methods at completely different components of the method. Very similar to the instance above, they could use digital methods early within the course of and in-person ones towards the top. It’s not totally one or the opposite, however a mix of each.


On this mannequin, recruiters are utilizing each in-person and digital methods on the similar time. For instance, they could possibly be interviewing some job candidates or candidates in individual, whereas interviewing others just about. Which one they select can rely upon a lot of circumstances, together with the caliber of the candidate.


Company recruiters and HR professionals are extra probably to make use of this hybrid recruitment mannequin. That’s as a result of it’s usually used for job festivals or comparable hiring occasions. As such, job candidates would have the selection of visiting the job truthful in individual or on-line. By providing each, you possibly can “forged a wider web” and deepen your candidate pool.

As soon as once more, these are fluid fashions inside the framework of a versatile hybrid recruitment technique. As such, there are not any onerous and quick guidelines. You’re principally solely restricted by your creativeness.


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