Whoever is looking for new employees today operates in completely different dimensions than 10 or 20 years ago. The framework of recruiting has changed significantly: skills shortages, digitalization and new candidate expectations present companies with both challenges – and opportunities. In this article, we take a look at five changes that have shaped recruiting and what they mean for the future of recruitment.

1. From newspaper ads to multi-channel strategy

In the past, the classic job ad in the daily newspaper or trade magazine was the key tool to reach applicants. Today, recruiting takes place where candidates are active: on social media, intuitive job portals, or industry-specific events. A single job posting is no longer enough to attract qualified professionals. Companies therefore rely on a multi-channel strategy that combines organic reach, employee networks and paid campaigns.

2. From paper applications to one-click apply

The traditional method – application folders sent by post, lengthy online forms – tends to deter candidates today. Candidates now expect short, mobile-optimized application processes and the option to apply directly with their LinkedIn profile. The simpler and more intuitive the process, the higher the conversion rate. Companies that build in unnecessary hurdles lose valuable talent before the first interview even takes place.

3. From anonymous to personal & authentic

While employer branding was barely visible in the past, candidates today expect authenticity and insights into company culture. Career pages, employee testimonials and employer branding campaigns have become crucial. This also highlights the importance of modern providers like my.two.jobs, which optimize career pages and ensure that job postings are not only visible but also create a positive impression thanks to clear and user-friendly application management tools.

4. From reactive to proactive: Active sourcing

In the past, companies waited for candidates to respond to a job ad. Today, recruiters actively search for talent – on LinkedIn, in talent pools or in industry-specific networks. Active sourcing makes it possible to approach candidates with the right skills directly, even if they are not actively looking for a job. While this requires new skills in recruiting, it also makes companies less dependent on the traditional “post-and-pray” approach.

5. From standard processes to candidate experience

Previously, recruiting processes were designed to be convenient for HR. Today, the focus is on the candidate experience: from the first touchpoint to signing the contract. Friendly communication, transparent processes and quick feedback are crucial. Companies that deliver here not only increase their hiring success rates but also strengthen their employer brand in the long term.

Conclusion:

Recruiting today can no longer be compared with the methods of the past. Where once newspaper ads and paper applications dominated, today digital channels, authenticity and candidate experience are key. The five changes in recruiting show: modern recruiting is more complex – but also more effective when implemented strategically. Companies that embrace this transformation will not only attract more talent but also strengthen their employer brand for the future.