The document outlines seven modern recruitment strategies shaped by technology and changing candidate expectations, including the use of artificial intelligence, social recruiting, and mobile recruitment. It emphasizes the importance of creating a positive candidate experience and reducing bias in hiring practices to cultivate a diverse workforce. As recruitment evolves, technology continues to play a pivotal role in improving processes and attracting top talent.

1. Recruitment Industry: 7 Recruitment Strategies in the Digital Age
It’s no surprise that technology trends and market events have led to some incredible changes
to the field of recruitment. Artificial Intelligence and automation continue to be an integral part of
the conversation, while workplace diversity, unconscious bias and the candidate experience are
on the rise.
As the talent pool of qualified candidates grows smaller, markets conditions might lead to
uncertainties, making the job of hiring managers more uncertain. Recruiters are able to offer
time and sector-specific knowledge to find priority talent, some of whom may be passive
candidates. With job seekers or employees constantly considering new opportunities, recruiters
can now make use of modern recruitment strategies to predict and attract the attention of top
talent.
1. Artificial Intelligence
Improving the lives of recruiting professionals, automation remains one of the most talked about
changes to recruitment. Powering automation, AI (artificial intelligence) appears to be one of the
most prevalent trends that will continue to dominate the recruitment space for years to come.
The development of recruitment software, integrated with AI, is helping recruiters get the best
results during the hiring process while making the most efficient use of their time.
Standard applicant tracking systems helped hiring managers keep track of candidates but now,
AI allows them to make a real-time predictive analysis to find the most likely candidates,
including passive candidates, and more, reducing the dependency on bias and intuition. Its uses
are expanding beyond what was first considered possible, finding candidates, removing
unconscious bias, and selecting a more diverse workforce.
2. Social Recruiting
Social media platforms create new opportunities for clients and candidates to connect and
communicate. Recruiters are depending ever less on large job boards to find quality candidates,
and more on sites like LinkedIn and Facebook. Social recruiting is expected to keep growing as
it allows recruiters to not only post jobs but gain a holistic opinion of a candidate and whether
they meet their requirements.
3. Mobile Recruitment
With mobile devices being used as the primary tool for communication and internet access, it is
increasingly necessary for recruitment professionals to stay in touch with candidates using
mobile devices. Millennials and Generation Z candidates use their mobile devices to research
and inquire about the company's culture and the workplace. Mobile-optimised websites and
content are more candidate-friendly and attract and encourage them to keep track of the
recruitment process. As the recruitment industry adapts to the prevailing landscape, we are
seeing the recruitment mediums change and evolve to meet the demands of the newer
generation.
4. SEO Optimisation
With the majority of candidates using search engines to look for jobs, recruiting managers can
increase their chances of finding qualified candidates through effective SEO keyword usage.
Targeting candidates using the right keywords makes it easier for them to find job openings.
Using the right tags, page titles and meta descriptions helps get their attention and improve job
posting visibility.

2. 5. Candidate and Client Experience
Become a sought-after employer with an innovative and friendly culture. Candidates and
employees are more likely to approach you if you have a positive culture and goals. Employer
branding has emerged as a way for companies to differentiate themselves, making a conscious
effort to attract, engage and retain current talent, extending to the recruitment process so that a
candidate has a positive experience from the moment of application to onboarding.
6. Networking and Outsourcing
Attend events and networking remains a very viable method of connecting with people in the
right industry and promote your business. Recruiters can meet talented people and cultivate
networks that allow them to fill roles quickly when needed. When it comes to very niche or
highly skilled positions, sometimes recruiters need to reach out to headhunters with access to
an extensive pool of talent. However, this method can be significantly more expensive.
7. New Hiring Practices
More than gender and ethnicity, recruiters are turning their attention to creating a more diverse
workforce. A central theme to all these hiring decisions is bias, whether hiring managers are
aware of it or not. By not allowing bias to cloud their judgement, it is possible to find the best
possible candidate for a job.
As companies work to remove bias from the recruitment process, recruiters are on the look-out
for more specialised and niche openings that leave open the possibilities for higher diversity,
flexible leaves and part-time jobs. Such requirements are expected to become more normalised
with the demand for temporary workers expected to see a gradual rise as recruiters look to
freelancers and temporary workers to fill vacant positions as quickly as possible.
An Exciting Future
Employees are leading the change to a digital ecosystem. Technology is becoming an
increasingly important part of business and is helping change the mindset of the recruitment
industry. The needs of the recruiter and the tools and technology they use are being defined by
innovation, talent, market and organisational demands.
The adoption of technology is helping recruitment agencies improve their workflow, recruitment
efforts and client and candidate experiences. Artificial intelligence is expected to continue to
play a major role in the recruitment industry technology with mobile recruitment becoming more
important to recruitment and hiring professionals. As open positions rise and requirements for
qualified candidates soar, so do expectations for an exciting and eventful future.
Which recruitment strategy do you think is the most likely to go widespread? Let me
know in the comments below.
Tanuj Gara is Head – Global Service Center at Resource Solutions India Pvt Ltd. You can
contact him on hrtanuj78@gmail.com