How to Make the Business Case for Digital Hiring

How to Make the Business Case for Digital Hiring

In an era defined by rapid technological advancement, businesses are continually challenged to adapt and embrace digital transformation. One area where this transformation is particularly crucial is in the realm of hiring. The traditional methods of recruitment, once considered the gold standard, are evolving to meet the demands of a fast-paced and interconnected world. As businesses navigate the digital landscape, making the case for digital hiring has become not just an option but a strategic imperative.

Embracing Digital Transformation

The digital age has brought about unprecedented changes in how companies operate. From streamlined communication to data-driven decision-making, the benefits are evident. However, one aspect that still lags for many organisations is their approach to hiring. The shift from traditional to digital hiring methods involves leveraging technology to identify, attract, and retain top talent efficiently. This transformation is more than a trend; it's a necessity for staying competitive in today's dynamic business environment.

Examples of digital hiring tools and techniques

Digital hiring leverages technology and online platforms to streamline and enhance the recruitment process. Here are examples of digital hiring practices that organisations commonly use:

  1. Applicant Tracking Systems (ATS): These systems automate the hiring process by managing job postings, receiving and storing resumes, and tracking candidate progress throughout the recruitment pipeline. ATS enables recruiters to efficiently manage a large volume of applications.
  2. Job Boards and Online Platforms: Platforms like LinkedIn, Indeed, Glassdoor, and specialised industry job boards provide a digital space for employers to post job openings and for candidates to submit their applications. These platforms often use algorithms to match candidates with suitable job opportunities.
  3. Instant referencing: A new development in the digital hiring toolkit, instant referencing uses candidate details and other available information to verify employment history, including dates and pay brackets.
  4. Digital employee screening: It’s vital to ensure that employees pass the relevant screening and background checks for their roles. Digital screening methods include the use of technology and online platforms to assess and verify the qualifications, background, and eligibility of potential hires.
  5. Video Interviews: Digital interviews conducted via video conferencing tools like Zoom, Teams, or Skype have become increasingly popular. This method allows recruiters to assess candidates remotely, saving time and resources. It's especially valuable for global or remote hiring processes.
  6. Online Assessments and Pre-Employment Testing: Digital assessments, including skills tests, personality assessments, and cognitive tests, help evaluate a candidate's suitability for a role. These assessments can be administered online, providing quick and standardised results.
  7. Chatbots for Initial Screening: Chatbots powered by AI can handle initial candidate interactions, answering frequently asked questions, and collecting basic information. This helps in pre-screening candidates and ensures a consistent experience for all applicants.
  8. Remote Onboarding Tools: Once the hiring process is complete, digital tools can facilitate remote onboarding. This includes e-learning platforms, document sharing, and virtual orientation sessions to help new hires integrate into the company culture.


The Value Proposition of Digital Hiring

1.      Efficiency and Speed

Digital hiring accelerates the recruitment process. Automated resume screening, online assessments, and video interviews significantly reduce the time it takes to identify and evaluate candidates. This not only expedites the hiring process but also ensures that businesses can secure top-tier talent before competitors.

2.      Access to a Global Talent Pool

With digital hiring, geographical boundaries become less of a barrier. Companies can tap into a diverse and global talent pool, bringing in individuals with varied perspectives and skill sets. This not only fosters innovation but also enhances the overall adaptability of the workforce.

3.      Data-Driven Decision Making

Digital hiring provides valuable data insights at every stage of the recruitment process. Analytics tools can help assess the effectiveness of recruitment strategies, identify areas for improvement, and make informed decisions. This data-driven approach ensures that businesses are not only making the right hires but also continuously optimising their processes.

4.      Enhanced Candidate Experience

A positive candidate experience is crucial for attracting and retaining top talent. Digital hiring allows for a seamless and user-friendly application process, giving candidates a favourable impression of the company from the outset. This positive experience can translate into stronger employer branding and increased employee satisfaction.

Overcoming Resistance to Change

While the benefits of digital hiring are clear, the transition may be met with resistance from stakeholders accustomed to traditional methods. To successfully make the business case for digital hiring, consider the following strategies:

1.      Demonstrate ROI

Highlight the tangible returns on investment that digital hiring can deliver. This may include reduced time-to-hire, improved quality of hires, and long-term cost savings.

2.      Training and Support

Ensure that the team is adequately trained to navigate and maximise the potential of digital hiring tools. Provide ongoing support to address concerns and build confidence in the new approach.

3.      Pilot Programs

Consider implementing pilot programs to showcase the effectiveness of digital hiring on a smaller scale. Demonstrating success in controlled environments can ease the transition for sceptics.

4.      Communication and Collaboration

Open communication channels with key stakeholders and involve them in the decision-making process. Collaboration fosters a sense of ownership and inclusion, making it more likely for the team to embrace change.


In an era where adaptability is synonymous with success, the business case for digital hiring is compelling. Embracing this transformation is not just about keeping up with the times; it's about positioning your business for sustained growth and resilience in an ever-evolving marketplace. By highlighting the efficiency, global reach, data-driven insights, and improved candidate experience that digital hiring brings, organisations can pave the way for a future-ready workforce that propels them ahead of the competition. Making the business case for digital hiring is not just a strategic move; it's a commitment to shaping a workforce that thrives in the digital age.

How can Reed Screening help?

At Reed Screening, we have years of experience in providing fast, smooth, and thorough employee screening and background checks, to bolster your candidate experience. Our AssuredID service offers an easy and accurate way to verify a candidate’s ID digitally, while our Instant Referencing service provides quick and accurate employment history verification.

For more information, get in touch with our team.