The current labor market dictates new rules of the game. Boring ads and boilerplate job interviews are becoming a thing of the past. Today, in order to find a real star, recruiters need to think creatively and use the full range of digital opportunities.

Social media as a new showcase of talent

The world's largest companies have been actively using LinkedIn to hire managers for a long time. So, Google and Microsoft are conducting full-fledged campaigns to attract C-level specialists using LinkedIn Recruiter. At the same time, Unilever and P&G regularly post vacancies for top positions and consistently develop their EVP (Employee Value Proposition) through content on the platform.

Despite the fact that LinkedIn remains an important tool, today talents "live" everywhere. TikTok, Instagram, and Telegram channels are becoming effective search platforms, especially among young people. Large companies, such as Domino's Pizza, actively use TikTok and other platforms, demonstrating their corporate culture, internal processes and team in videos, thereby attracting potential candidates, because they unwittingly immerse themselves in the company's processes and feel their involvement, which means that trust is formed.

Gamification: the game of finding the perfect candidate

Gamification turns the standard search process into an exciting adventure. Online quests, puzzles and simulations of work tasks not only attract attention, but also allow you to evaluate candidates' skills in an unusual environment. By the way, L'Oréal once successfully used an online game to find young talents, where participants solved business cases. Certainly an interesting approach.

Artificial Intelligence is your new HR assistant

Neural networks are becoming an indispensable assistant for recruiters at all stages: from analyzing resumes and searching for candidates to conducting initial interviews and evaluating soft skills. AI platforms are able to analyze thousands of resumes in a matter of seconds, identifying the most suitable candidates. Chatbots can conduct interviews and answer standard questions, freeing up recruiters' time for deeper work with promising applicants.

Timur Marusiak, Executive Director of Docrobot Central Asia, notes: "HR digitalization is not about replacing a human with a robot, but about strengthening the capabilities of an HR specialist. Artificial intelligence can take on routine tasks, while HR will do deep work with candidates and build trusting human relationships."

However, it is important to keep in mind the potential biases of algorithms – there may be some kind of nuances. In 2022, Amazon He refused to use AI in recruiting after revealing discrimination against women. It turned out that artificial intelligence gave preference exclusively to men in the position of engineers or developers.

"AI, indeed, can weed out 80% of unsuitable candidates, but the last word should always remain with the person," emphasizes Timur Marusiak.

Virtual reality: immersion in the workflow even before the offer

Virtual reality (VR) opens up new opportunities for evaluating candidates and introducing them to future jobs. Candidates can already take a virtual tour of the office, complete a workday simulation, or even participate in a virtual project. Companies like Walmart have been successfully using VR for such candidate testing for a long time.

Digital doppelgangers and metaverses: a look into the future

Creating digital employee avatars and conducting interviews in metaverses (for example, Horizon Workrooms) are still experimental, but promising areas. Siemens is already testing "doppelgangers" to simulate workflows.

"The recruitment of the future is a hybrid of data and human intuition. Algorithms will find patterns, but only a person will understand who fits into the team in spirit, " Timur Marusiak believes.

Docrobot Central Asia: the digital foundation of HR

Any digital transformation in HR starts with documents. Docrobot Central Asia offers solutions for HR electronic document management (CED), which is the first and important step towards the complete digitalization of HR processes.

"Implementation QEDO is like clearing the space for new ideas in HR. When routine processes are automated, HR specialists have more time and resources to experiment with new approaches in recruiting and human capital development," Timur Marusiak notes.

Digitalization opens up limitless opportunities for recruiters. The main thing is not to be afraid to experiment with new tools and approaches, but at the same time remember that people remain at the core of everything. Technology is just a tool that helps you better understand candidates, find real talents among them, and build long–term relationships. Modern recruiting must be creative!