Digital recruitment processes are "new wine in old bottles"

Old structures in digital packaging

What looks modern at first glance often turns out to be old structures in digital packaging on closer inspection. This raises a key question for those responsible for recruitment: How can you create truly future-proof and effective processes that meet the requirements of the new world of work?

Applications are advertising

Many companies rely on technologies such as applicant tracking systems (ATS), automated CV analyses or AI-supported selection processes based on application documents when digitizing their recruitment. These tools save time and create a better overview, but they do not remedy the fundamental weaknesses of traditional application processes. These focus on verifiable facts such as qualifications and professional experience. Applications are an offer from applicants to establish an employment relationship and are used for advertising purposes. With this priority, the cultural fit can only be assessed superficially at best, and potential remains undiscovered. Soft factors are crucial in finding talent who will work successfully and with commitment in the company in the long term.

Why do traditional processes not meet the requirements of the modern working world? Here are some key weaknesses:

• Focus on past performance instead of future potential: CVs show what applicants have done in the past, but say little about whether they can prove themselves in new roles and challenges.

• Neglect of soft skills: Creativity, adaptability and the ability to work in a team are crucial in a dynamic working world. However, these skills are rarely measured in a meaningful way in traditional application processes.

• Standardized procedures instead of individualized approaches: Many processes treat all applicants equally, without addressing the specific requirements of a position or the individual strengths of the candidate.

• Reactive instead of proactive approaches: Recruitment is often designed to fill vacancies quickly instead of building long-term relationships with talent and actively promoting potential candidates.

Rethinking recruitment

Digitalization offers enormous opportunities, but only if it is accompanied by a fundamental redesign of processes. Here are some approaches that those responsible for recruitment can take truly innovative paths:

• Focus on potential rather than just performance

• Use interactive applications to create a personalized candidate experience

• Evaluate the cultural fit with competency-based matching

• Talent pool enables a proactive approach

Technology as an enabler, not a solution

Technology can speed up recruitment processes and make them more efficient, but it is not a panacea. The real value lies in combining technological possibilities with a fundamental rethink: away from purely administrative processes and towards strategic, value-based and future-oriented approaches. The challenge is not to use more technology, but to use it specifically to redesign processes. Those who now seize the opportunity to break away from traditional ways of thinking and boldly take new paths will not only find better talent, but also ensure sustainable success for the company. It's time to really make something new out of "old wine".

‍

360-Talents is a full-service recruiting platform and enables data-based skill-based hiring. Interested? Register or contact us.