The lives of individuals are becoming increasingly onlife, leading everything in the background to shift, at least partially, some of its dynamics to the Web. Among these, the world of work has undergone a profound transformation starting with the approach to recruiting new talent, finding ways to adapt to the balances of Web 4.0 in what is called Digital Recruiting.
Digital Recruiting represents an evolution of past trends, an upgrade of recruitment and selection processes due to the use of new methodologies and innovative digital technologies that are replacing old offline tools.
Also referred to as 'online recruiting' or ' digital recruiting,' Digital Recruiting harnesses the potential of technology to redesign the Employer Experience with the goal of:
✅ Making employees more productive and satisfied;
✅ Redefine processes for selecting, training and motivating current and potential employees
Through the use of digital channels such as social media, apps and online bulletin boards, digital recruiting allows for streamlining search and selection processes by increasing efficiency and enabling managers and HR professionals to reach the best candidates.
However, there is a need for an underlying structured strategy that is functional to reach, in particular, the new generations, who are more sensitive to the dynamics of Web 4.0 and harder to impress, for whom the use of cutting-edge techniques is crucial.
2. Digital Recruiting Strategy and Tools
A Digital Recruiting strategy to be effective must first be divided into three phases:
1️⃣ Checking and verifying the company's online image and reputation: making sure you are well seen by consumers is an excellent starting point for approaching potential candidates. In fact, an optimal image and reputation means that even before activating the search and selection process, it is the talents themselves who seek initial contact with the company;
2️⃣ Comparison of the company's digital recruitment strategies with those of competitors: understanding the market and its players allows you to define an offering that leverages your strengths and competitive advantage to attract new talent;
3️⃣ Defining the online candidate selection process: to find the right candidates, you need to understand the Talent Personas you need, the channels in which to find them, what means to use to reach them, and create an offer that is functional in arousing curiosity and getting people to apply.
These three steps must be accompanied by technology tools that allow near real-time monitoring of staff engagement and optimize recruitment processes through technology:
📌 Candidate tracking systems: through these systems, recruiters can identify and select the best candidates, reducing search and selection time and deriving useful data for creating databases to consult for future needs;
📌 Online ads: allow recruiters to target offers to specific audiences by selecting specific locations, interests, education levels, and other information that, through profiling, allows them to reach only the right candidates for the company's needs;
📌 Social content: content creation on the platforms allows candidates to engage, intrigue and attract through a more engaging narrative that breaks the barrier of formality between the company and interested potential talent;
📌 Gamification onlife: the playful mechanisms of the game are useful in taking the engagement of interested potential talent to a higher level. Through tools such as challenges and practice tests, candidates can demonstrate their skills with a meritocratic process, and on the other hand, recruiters can assess skills without stopping at reading the CV;
📌 Performance Development Systems: useful to stimulate constant dialogue between managers and employees in order to make them aware of employees' professional growth, keep them up-to-date on goals, and ensure transparency on evaluations;
📌 Artificial Intelligence and Chatbots: automated systems are instrumental in responding to candidates in real time and resolving their doubts and uncertainties, optimizing communication between the company and potential talent. They are also particularly suitable for speeding up upstream screening processes.
The use of technological tools, while greatly improving the 'hiring system, is not enough without the accompaniment of a Employer Branding strategy marked by constantly listening to the needs of current employees that will help improve the input activated to the outside world and potential candidates, as well as nurture their sense of belonging and satisfaction by ensuring that existing employees can fully express themselves and their potential.
3. VGen's contribution to Digital Recruiting processes
The services offered by recruiting platforms such as VGen help companies implement their Digital Recruiting processes, addressing the current market's need to build ad hoc pathways to attract New Generation talent.
Through the VGen Challenge Platform, for example, it is possible to redefine traditional job advertisements, turning them into practical challenges with which candidates can get involved. These are job simulations on real-life case studies and practical projects that are a pre-screening tool, useful for candidates to immerse themselves in the company and the job position for which they are 'competing,' learning new skills to include in their CVs and gathering feedback for their performance that enhances their merit.
If for talents, challenges are a way to test themselves while having fun, as well as to demonstrate their skills through practice, for companies they are a means of approaching New Generations, humanizing their brand, and finding talent that meets the needs by coming into contact on both the professional and personal sides, with the possibility of immediately assessing alignment with corporate goals and values.
In addition, consistent with the development of a Digital Recruiting strategy, organizing Challenges allows each company to have its own customized showcase page on the platform, digitize and speed up recruiting processes, and achieve a positive return in terms of image and brand reputation, as they fit perfectly among the initiatives of a broader Employer Branding program.
