Trends in Digital Recruitment

Digital recruitment is one of the hottest topics revolving around the world economy. In this post, we break down some of the biggest trends to keep your business ahead of the curve in the ever-changing industry of talent acquisition.

By: Cullen Lewis

Today, utilizing the classified section of the newspaper seems almost ancient. Businesses have reverted completely to recruit and hire talent online. Even if you do engage with talent online, you can still fall behind the pack if you fail to stay ahead of the current recruitment trends. These trends will ensure that you are attracting and retaining top talent in the most efficient way possible.


The Algorithm

Ah yes, tilr’s bread and butter: The algorithm. The way we recruit and hire talent can almost all be decided by a bunch of 1s and 0s. Pretty crazy right? Hiring algorithms have completely flipped the way businesses hire. The need for a more efficient way to hire is vital with how accessible it now is to apply for a job. Algorithms can sift through hundreds of talent profiles, finding and highlighting data pertaining to personality, critical thinking, problem-solving, and other important attributes. These algorithms have saved companies thousands of dollars during the hiring process. 


According to Wall Street Journal, Unilever, the consumer goods giant, recently switched their entire hiring process to algorithms. They start by posting targeted ads to Facebook and career advice sites, such as the Muse. From the ads, a candidate can apply for a job with only a few clicks. Candidates provide a link to their LinkedIn profile, and that’s where the algorithm really gets to work. The algorithm scans hundreds of thousands of profiles and weeds out over half of the unqualified applicants. The selected applicants to move on in the process are then instructed to complete a series of online games that test short-term memory and concentration. Those that perform well in the games then move on to a video response questionnaire on how they react to certain business-related situations where the algorithm will monitor facial expressions and vocabulary. Lastly, the final candidates are invited to an in-person interview with HR executives, where a final decision is made. This algorithm removed months of time and thousands of dollars wasted per hire.


Your Employer Brand  

We are living in an age where everything about a business is very transparent. Talent interested in your business are going to dig through the ins and outs of everything you do. However, if you take the right steps to ensure their experience is impeccable, your employer brand will be too! When a potential candidate is applying for a job they want to go through the most seamless process as possible to apply for a job – and with good reason too! Make sure your website is tidy and free of any bugs if the posting is listed on your site. After they are done applying, if possible, send a personal email to the candidate expressing your excitement and to let them know the estimated timeline for the remainder of the hiring process.


Getting Employees Involved in Recruitment

The key to transparency in a company during the hiring process is to get your current employees involved. Ask them how their experience was when they were hired, and if there is anything the company could change or improve on. You also should encourage them to speak about your brand to others and provide a great example of the type of people your company hires. Websites such as Glassdoor and Payscale are great tools for finding your strengths and weaknesses, not only in your hiring process, but your company as a whole. Use this feedback to build on your strengths and improve your weaknesses.


Hiring From the Inside

If you want to find the best talent that would fit well with your company, the easiest way is to internally recruit. Employee referrals are a both cost-efficient and trustworthy way to bring in fantastic talent. According to, the average cost to hire someone through an employee referral is roughly $1,000 in comparison to the average $4,000 cost-per-hire. Hiring off the basis of one of your own employees also proves that you show a paramount level of trust and respect in your employee’s input, which in turn will rub off on how talent sees how you treat current employees. Sometimes the best recruitment is to pay attention to those who already work for you.


If you want to stay ahead of the curve in the digital recruitment sector, take note of these trends and adapt your recruitment tactics to ensure you are attracting, hiring, and retaining top talent.