The New Age of Recruitment: Attracting Top Talent with Digital Marketing

by | Sep 26, 2019 | IT Recruitment, Offshore RPO

Today’s digital age has made it necessary for organizations to become more agile in keeping up with the fast-paced world.

Organizations are now starting to reinvent themselves at the structural level to fuel up their digital strategies. This also implies that digital transformation also made an impact on human resource management.

It cannot be denied that the digital age is now reshaping the way an organization recruit, select and develop skills for the workforce of the new generation.

With the advent of the digital revolution, there has been a shift from the traditional paradigm in the workplace towards employee engagement, learning, and development, including recruitment and attracting top talent.

A Good Corporate Reputation as an Asset for Recruitment

Recruiting and attracting talent remains to be a challenging task for recruiters and HR professionals in today’s digital landscape. Combined with the prevalence of a talent-driven economy in major industries, the stakes are even higher than before.

Hiring the right candidate is crucial for any kind of businesses in the same way as investing in top talent can help drive your organization to greater heights.

The talent-driven economy of today reveals that a good reputation is critical in recruiting and retaining top candidates. A good corporate reputation is an organization’s best asset in recruiting top talent.

However, as seasoned veterans in the recruitment field may have noticed, successful recruitment can also be a Catch-22 scenario wherein – the best candidates want a job in a company with an excellent reputation, but the only way an organization can have a good reputation is by attracting the best applicants.

Companies that are successful in attracting top talent do so because they have already established a reputation that attracts great candidates. A good rule of thumb for successful recruitment is to start with the basics.

In other words, an organization must be able to earn its good reputation since applicants will only work for companies when they hear that their employees are treated well.

Here are a few tips on how to hire the best talent and capitalize on your company’s good corporate reputation:

  •   Hire to cultivate the corporate culture you want to achieve.

Great companies are the one that looks and feel like a family. Make sure that the people you will bring onboard will fit right into your extended family.

  •   The key to successful recruitment is to know how to interview applicants.

A good recruiter will know what to look for, the kinds of questions to ask, and how to prompt information that would tell if the candidate is an excellent addition to the company.

  •   Know what kind of team that your organization is building.

Even before going to the interviews, it would be best if you have a checklist for the kind of candidates you are looking for, especially the kind of personality that will be best suited for the company.

  •   Learn about the candidate’s goals.

It’s important to know about the candidate’s short-term and long-term goals for themselves. Spend some time delving into the applicant’s career-oriented goals and think about how their dreams can be aligned with the company’s future prospects.

Recruiting Top Talent in the Digital Age

Nowadays, it’s no longer just a good reputation that’s important. It’s also about framing your employer brand to establish an online presence that will not only build the company’s reputation but also hype about it.

Employer branding, just like corporate branding or product branding, is geared explicitly towards perception. In this case, it is all about the applicant’s perception of your organization.

From the company website, the receptionist’s greeting at the office lobby, the office interior to the organization’s involvement in the community – these are just some of the things that will make or break an applicant’s perception towards your company.

To attract top talent and obtain a competitive advantage in the digital age, one of the major challenges of the HR field is to apply digital marketing strategies in their recruitment process.

 A well-respected employer brand will significantly enhance your company’s job vacancies. So watch out for posts about your company on social media. Better yet, listen to what your staff is saying about your company’s work environment. You might even want to try to Google about your company and read online forums about your business.

Find ways to get the word out and raise your employer brand by using digital marketing strategies such as:

  •   Boosted posts on social media

Boosted posts are a cost-effective way to target potential applicants in specific industries. Let Facebook help you find your ideal candidate by making your job openings available on social media and not just on the company website.

  •   LinkedIn job ads

Job ads on LinkedIn will help you find candidates who will fit your company’s job description. Make sure that your ads are creative enough to stand out so that it will give a glimpse of your company’s corporate culture.

  •   Google for Jobs

Google has now integrated a number of job board sites in their search engine. It will automatically pull related job opening in the search results for people looking for jobs in a specific area. 

  •   AI chatbots

AI chatbots are a great way to improve a candidate’s user experience. Employers can take advantage of AI technology that is being used by offshore RPO firms like Sysgen RPO’s Roborecruiter tool. Its instantaneous response allows the job candidates to stay connected through automation.

According to an article from the Harvard Business Review, the HR field needs to think and act like marketers and adopt these seven digital marketing recruitment practices to attract top talent: 

  1.     Compete for candidates in the same way companies are competing for customers.

The talent-driven economy today implies that there is indeed an intense competition to find the best talent. A potential candidate normally checks out the company website and social media platforms like Facebook and LinkedIn.

By taking on a more balanced recruitment-centric and sales-oriented approach in the digital realm, companies can have the opportunity to raise their employer brand. Giving a glimpse of what it’s like to work on your company will also have the potential to boost your company profile as well.

  1.     Pay more attention to digital user interfaces.

Make sure that the application process is not cumbersome for your candidates by applying a human-oriented approach to your recruitment. Innovations in technology such as AI chatbots can significantly improve a job candidate’s user experience in your recruitment process.

  1.     Be more human.

In today’s digital age, the company with the “most humanized” approach will gain more traction among potential job candidates. Innovations in digital technology can be used to tear down barriers in the recruitment process instead of erecting them.

In simple ways such as – making the HR department friendlier and more approachable to applicants and having a dedicated personnel answer recruitment questions on the company website and social media. These will make great strides in the candidate’s user experience.

  1.     Build an employer brand to help amplify your message.

Foster a corporate culture that will make your employees proud of the company they work for. Let your employer create social media content that will reflect the corporate culture you are hoping for. In other words, give them the right reasons to harp about how great it is to work for your company. 

  1.     Try contextual advertising.

Try putting yourself in the shoes of a job seeker and create ads that they can identify with. Show targeted ads that will address questions of your potential candidates and make sure that you get to differentiate your company from your competitors.

  1.     Think strategically about recruitment touchpoints.

Just like a consumer’s buyer’s journey, an applicant’s employment journey is also filled with decision touchpoints before they accept your company’s job offer. Make it easier for them to come up with a decision by presenting several recruitment touchpoints that will help them assess your company’s corporate culture, wages, benefits, etc. 

  1.     Use influencer marketing to recruit.

While most online ads today are often blocked or ignored, people still love getting information to online personalities that they look up to. Consider finding celebrity influencers that will become brand advocates for your company online. Your company can gain credibility from industry experts who can vouch for your brand as they talk about what’s it like to work for you.

Embarking on the New Age of Recruitment

Recruitment in the digital age is far different from what it was several decades ago. With the advent of digital technology, companies can leverage recruitment strategies with the help of digital marketing to attract and retain top talent.

Sysgen RPO has top-notch recruitment solutions that can propel your company’s hiring engagements.

With the advancements in AI and data analytics over the past few years, digital innovations in recruitment are set to dominate the industry this 2019. Sysgen RPO can leverage on the latest trends in digital recruitment to help your organization find top-notch applicants for your vacancies.



FARAGHER, J. (2017). Have executive headhunters had their day? Anyone can locate top talent with the help of technology – but that doesn’t mean in-house recruitment of executives is easy. People Management, 40–42. Retrieved from

How to Use Digital Marketing For Recruitment | Top Floor. (2017). Top Floor. Retrieved 24 January 2019, from

MIHALCEA, A. D. (2017). Employer Branding and Talent Management in the Digital Age. Management Dynamics in the Knowledge Economy, 5(2), 289–306.

Schaefer, M. W. (2016). Why (and How) HR Needs to Act More Like Marketing. Harvard Business Review Digital Articles, 2–5. Retrieved from

Storry, A. (2005). How to Find & Keep the Best Talent: Train & Motivate. Franchising World, 37(9), 52–54. Retrieved from login.aspx?direct=true&db=bsu&AN=18635248&site=ehost-live

Jo Rebustillo


Jo started her recruitment career in 2007. Since then, she has worked with several RPO and BPO companies in different capacities. She has worked as a Recruiter covering requisitions in US, AU, EU and APAC handling volume, non-IT and IT. She has led several teams as a Recruitment Manager, Account Manager, Service Delivery and Business Development. She has also led teams in different industries such as Media and Advertising, IT, Outsourcing, BPO, Manufacturing, Military, Healthcare and Sciences. She has built teams based on their strengths and developed leaders with strong ethical values as well as aiming to beat the average. She strongly believes in integrity, strive for growth, persistence and kindness as hallmarks of a successful person and company.

Nikita Magpantay


Niki is a dynamic human resource professional with a focus on talent acquisition and HR business partnership, bringing her extensive expertise gained over 6 years. She is a versatile Recruiter specializing in diverse sectors including technical, banking and finance, logistics, sales, healthcare, and volume hiring. Niki, as an experienced HR Business Partner has proven success in aligning HR initiatives with business objectives, contributing to organizational growth. She seeks to foster positive employee relations and implementing effective engagement initiatives and business strategies while ensuring adherence to labor policies. Adept at combining a friendly demeanor with a dedicated result-oriented approach helps her bring a unique blend of empathy and strategic acumen to the workplace.

Intejar “Ram” Julkiram


With 9 years of background in RPO, Ram is adept at managing and optimizing the recruitment process for clients, ensuring a seamless and efficient experience. His skills include a deep understanding of both the IT and non-IT industries, enabling him to provide tailored recruitment solutions for the team.

Shara Jane Bonifacio


Shara Bonifacio boasts a rich and diverse career spanning more than 10 years within various industries in recruitment. As a highly skilled and effective communicator adept at engaging with people across multiple platforms, her passion lies in building lasting relationships. She excels not only in connecting with candidates but also in fostering strong ties with clients and stakeholders.

Throughout her career in industries such as Financial Services, Insurance Brokerage, Information Technology, Pharmaceutical, and Healthcare, Shara has showcased her results-driven mindset. Her penchant for challenges motivates her to continuously strive for excellence and growth.

Shara's leadership experience is a testament to her ability to guide and inspire teams, ensuring collective success and achieving organizational goals.

Evangeline “Gigi” Tilaon


Gigi, an inspiring leader, possesses nearly 5 years of expertise in the art of Talent Acquisition and boasts a distinguished 15-year legacy of visionary leadership. She is renowned for her unwavering dependability and boundless supportiveness, qualities that radiate through every endeavor she undertakes. Gigi's leadership style is characterized by remarkable transparency and hands-on engagement, underlined by a profound trust in her team's exceptional talents. She confronts challenges with fearless determination, inspiring her team to achieve greatness. As a passionate outdoor enthusiast and a nurturing fur parent, Gigi advocates for a work-life equilibrium with extraordinary grace and enthusiasm.

Randy Owen Roman


Randy brings extensive experience in the recruitment industry, spanning over 5 years. During his tenure, he has successfully managed a diverse portfolio of clients across multiple sectors, including IT, Financial, Retail, Light Industrial, BPO, Market Intelligence, and Healthcare. Randy is passionate about the outdoors and finds joy in activities like hiking and exploring nature. Equally, he appreciates the arts, indulging in music, movies, and series. As a leader, Randy exemplifies fairness and empowerment, consistently guiding and inspiring his team to surpass expectations.

Avielle Bernardino


Avielle, with 7 years of Healthcare Recruitment, is not just a leader. She is a mentor and an architect of streamlined offshore program planning. She has an innate ability to optimize processes, ensuring they align seamlessly with our clients' and program-defined standards. She empowers her peers, nurturing exceptional performance and maintaining a high level of service quality. This dedication to efficiency has set a new benchmark within our organization. She actively participates in strategic planning initiatives, driving a culture of continuous improvement. This proactive approach ensures we stay ahead in a rapidly evolving industry.

Kris Florblanco


Kris, with over six years in IT Recruitment and three years of team leadership, is known for dependability and supportiveness. Transparent and hands-on, she places trust in her team. An outdoor enthusiast, Kris faces challenges head-on to keep her team up and running.

Grace Marasigan


Grace, an empowering leader with six years in Talent Acquisition, is passionate about innovation and improvement. Balancing work quality and agility across various industries, her compassionate approach extends to her personal life as a committed vegan.

Ly Poticar


Ly brings 2 decades of expertise in the Recruitment and Staffing industry, covering various business verticals in both local and global recruitment. He has successfully led growth projects for SMBs and offshore expansion initiatives for Shared Services and other global enterprises. He seeks to continuously evolve his recruitment practices and client partnership agenda to provide innovative solutions and be a step ahead of the market trends. Ly has recruitment experience in the talent market for the following majors, as well as emerging industries: Tech – hardware/software/mobile/consulting/Web3, Online Gaming & Media, Digital Marketing, Finance – corporate/banking and fintech, Construction & Engineering, Energy, BPO, Manufacturing & Logistics.

Lara Belo


Lara brings a decade of invaluable experience in the field of IT recruitment, catering to diverse and niche IT roles. With adeptness in team management, she has led successful recruitment teams. She guides her team in effectively sourcing, tailoring recruitment strategies, and connecting top-tier IT professionals with optimal career opportunities nationwide.

Her extensive background in business development and client relations has not only led to the acquisition of new accounts that have expanded over time but also positioned her as a trusted partner for numerous clients.

Ezalyn Caberto


Eza is an accomplished RPO leader. She has a proven experience in building and leading high-performance recruitment teams.

Eza is also experienced and active in offshore RPO's management, recruiting, and consulting aspects. She has implemented several successful offshore recruiting accounts that have grown over time.

Eza is also a successful mentor who has produced budding leaders in her field. As a mentor, she has a strong focus on supporting emerging millennial team players.

Candy Poblete


Candy has been an HR Practitioner for 10 years. Her extensive experience in managing end-to-end HR facets came from various industries. She’s a champion in handling employee relations and labor relations. As a strategic thinker, she is adept at aligning HR policies and practices with the company’s goals and objectives, safeguarding the organization from legal complications, and providing employees with a secure and fair environment.

Anna Katrina Roa


Katrina, a De La Salle University graduate with a BSC in Accounting, plays a vital role in maintaining the company's financial health. She generates reports, manages budgets, and oversees the accounting department.

With over two (2) decades of experience in the recruitment industry, she is well-versed in its financial dynamics. Her expertise allows her to adeptly address the unique financial needs of recruitment businesses, making her an invaluable asset to the organization.

Jimmy P. Roa


Jimmy is a business executive in the field of BPO, RPO, IT Staffing, Technical Recruiting, Virtual Recruiting, Remote Staffing, and CAD Outsourcing. Having been involved in these industries for the past 30 years, Jimmy knows what works and what doesn’t. Aside from being the CEO of Sysgen RPO, he is also CEO of Sysgen – an IT Staffing firm which he founded in 1991.

Keen to working with clients who are willing to practice the “One-team Concept”, Jimmy has been mainly responsible in growing the Sysgen Group to what it is now.

He believes that clients are partners and that a true alliance is essential in achieving overall goals of cost savings and process improvement.