The Rise of Digital Recruitment in Nigeria: Bridging the Gap

In Nigeria, the recruitment process is still largely manual, with digitization remaining in its nascent stages. While some organizations have taken steps toward digital transformation, many rely on traditional methods for hiring and managing their human resources. This is a stark contrast to global trends where digital recruitment has become the norm.

Current Landscape of Recruitment in Nigeria

In many Nigerian businesses, the only digital component in the HR system is often the employee data management portal. The rest of the recruitment process remains manual, encompassing methods such as:

• Newspapers
• Postcards/Bills
• Radio and TV
• Emails

Conversely, in Europe and other parts of the world, digital recruitment has become a dominant practice. Over the last six years, 94% of recruiters in Europe have turned to digital platforms for hiring.

Benefits of Digital Recruitment

Digital recruitment involves leveraging online platforms and social media to identify and attract candidates. Here are some compelling statistics highlighting its benefits:

• 73% of job applications are successfully filled through social media.
• 42% of companies report improved candidate quality using social media.
• 20% of companies experience shorter hiring times with digital recruitment.
• 31% of companies see increased employee referrals through social media.
• 65% of companies compensate employees for referrals made through social media.

These figures illustrate that digital recruitment not only broadens the candidate pool but also enhances the quality and efficiency of the hiring process.

Understanding Digital Recruitment

Digital recruitment refers to the use of social media platforms and HR software to recruit, headhunt, and match candidates to employers. Here’s a simplified process:

1. Define Your Requirements

   • Determine the role and its specifications.
   • Create detailed job descriptions.
   • Identify necessary skills and experience.

   Accurate job titles and descriptions on platforms like LinkedIn are crucial for attracting the right candidates.

2. Head-Hunt

   • Utilize social media platforms to search for candidates using relevant keywords.
   • Ensure your profiles reflect the professional image you wish to project. Avoid posting content that could conflict with your professional persona.

3. Connect

   • Reach out to candidates via:
     • Skype
     • Phone Calls
     • Other Preferred Communication Channels

4. Evaluate and Proceed

   • After initial communication, request CVs and store them in an automated data bank.
   • Use the data bank to manage resumes efficiently, with search commands for easy access.

5. Conduct Interviews and Tests

   • Follow standard procedures for interviews, tests, or simulations.

6. Onboard and Manage

   • If hired, create an employee profile in HR management systems like PeopleHR, Workable, or WhenIWork.
   • These systems facilitate efficient tracking of training needs, leave requests, attendance, and performance evaluations.

The Future of HR in Nigeria

The HR department in many Nigerian businesses is lagging in digitization compared to other sectors. Embracing digital recruitment can significantly enhance efficiency, streamline processes, and improve overall organizational effectiveness.

Adetunji Bademosi underscores that the adoption of digital tools and platforms in recruitment is not just a trend but a necessity for modern businesses. As digital recruitment becomes more prevalent, Nigerian companies must adapt to stay competitive and attract top talent.

In summary, digitizing the recruitment process offers numerous advantages, from broader reach and better candidate quality to faster hiring and increased efficiency. For Nigerian businesses, embracing these changes could be the key to unlocking new levels of success and operational excellence.