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Digital Recruiting Challenges & Options

Kelly Lee
Digital Content Specialist


The COVID-19 pandemic has modified nearly the whole lot, and that features the employment market. Resulting from lockdowns and restrictions, the recruiting and hiring course of has gone on-line—actually—as organizations battle to rent the expertise they want. This has given rise to the prevalence of digital recruiting.

Nevertheless, similar to conventional recruiting, there are many challenges related to digital recruiting. And as all the time, the way you meet these challenges will dictate your stage of success.

Find out how to Recruit Folks On-line In the course of the Pandemic

Right here’s what occurred. In the course of the early phases of the pandemic, employers struggled to make the mandatory changes. Some fared higher than others. Now, {the marketplace} has largely tailored. Nevertheless, circumstances will greater than possible not be going “again to regular.” There are two causes for this:

  1. There’s a sure time, price, and power financial savings related to sure facets of digital recruiting
  2. As an alternative of the COVID-19 virus being eradicated fully, it might turn into endemic, that means it would all the time be round to a point.

Since that is the case, the bigger position that digital recruiting has assumed is not going to reduce. In actual fact, it would proceed to develop. Consequently, studying methods to recruit folks on-line will turn into extra vital, not much less vital, over time. In different phrases, it would turn into extra integral to efficient hiring.

What does a digital recruiter do?

By way of the duties and duties of a digital recruiter, they’re just like these of a conventional recruiter. They’re simply finishing all (or most) of these duties in a digital setting. They nonetheless have to jot down job descriptions and submit the roles on-line, supply potential candidates, display these candidates, contact probably the most certified candidates, and schedule and conduct interviews.

It’s the conducting of the interviews the place the digital facet turns into extra pronounced. Earlier than the pandemic, the vast majority of interviews have been held in individual and onsite. The pandemic has modified that. Now, conducting digital interviews is a should for all organizations.

What’s a digital hiring occasion?

As talked about above, there’s a time and price financial savings related to digital recruiting. And this particularly pertains to digital hiring occasion. That’s as a result of a digital hiring occasion is a state of affairs by which a corporation collects job functions and conducts digital interviews with people, teams of individuals, or each.

Not solely are there no restrictions on account of a hard and fast bodily location, however the group is ready to conduct a number of interviews on the identical day. This contributes much more to the time, power, and price financial savings related to digital recruiting.

Digital Recruiting Challenges in In the present day’s Market

Having fun with success with digital hiring begins with figuring out and assembly the challenges related to digital hiring in at the moment’s employment market. These challenges embrace the next:

#1—{Hardware}, software program, and Web points

Digital recruiting, after all, requires sure recruiting instruments. If these instruments break down at any level within the course of, then it will possibly have a unfavorable impact on the end result. Including to the diploma of issue is that breakdowns may happen on both finish, on the job candidate web site and on the employer facet. This requires planning beforehand and probably troubleshooting through the course of.

#2—Feeling of isolation for job candidates

Lockdowns and restrictions have made folks really feel remoted sufficient, and now they really feel remoted when exploring job alternatives. In a candidates’ market, it’s already tough to interact candidates in order that they don’t drop out of the method or have a unfavorable expertise. Digital recruiting can add to that problem, so focus much more on engagement.

#3—Problem gauging delicate expertise and different attributes

Technical expertise and expertise is one factor. Nevertheless, delicate expertise and different intangible attributes are vital when assessing candidates. Not with the ability to work together with these candidates in individual could make it harder to evaluate a candidate in these areas.

#4—Problem speaking the corporate tradition

Firm tradition is essential to job candidates, and in the event that they don’t get to know the tradition in individual, it will possibly dilute their view of it. They may not even know what it’s all about. That’s why you need to make a concerted effort to speak it through the hiring course of, particularly through the interview stage of the method.

#5—Lack of communication and/or alignment with the hiring workforce

Not solely is communication with job candidates vital, however so is communication with the members of your personal hiring workforce. The digital setting makes this difficult, as effectively, and a miscommunication with one in every of your workforce members will be simply as damaging as one with a job candidate. Not being in the identical room poses a lot of potential issues.

Find out how to recruit folks on-line together with your ATS

Recruiting software program is likely one of the key parts of profitable digital recruiting. The very best applicant monitoring methods have options and performance that assist digital recruiters perform their duties extra successfully. These options embrace:

  • Job posting for sourcing candidates
  • An exercise planner for scheduling vital duties and occasions
  • Pipelines for managing the recruiting and hiring course of
  • Reporting for assessing efficiency

High Echelon Software program affords a robust and versatile applicant monitoring software program that may assist meet the challenges of digital recruiting. Request a free demo of our recruiting software program at the moment and see what it will possibly do for you!



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