28 of March, 2025

The process of digital transformation has equipped HR teams with all kinds of resources to complete their tasks. One of the examples can be found in personnel selection. In a very short time, we have moved from 2.0 recruitment to 5.0 recruitment.

And it doesn’t look like 6.0 is going to take too long to arrive. The constant evolution of technology applied to HR and virtual recruitment forces us to stay up to date with any news.

Therefore, we are going to review how this evolution has been over the last few years. From 2.0 to 5.0, going through 3.0 recruitment and 4.0 recruitment, what each model has contributed.

Recruitment 2.0

The recruitment 2.0 corresponds to the most archaic virtual recruitment. A good definition would be to talk about the stage where the first online job portals appeared.

The moment when companies moved from publishing their vacancies in the newspaper classifieds to doing so on job websites.

Without a doubt, 2.0 recruitment was a before and after in human resources teams.

More than talking about advantages and disadvantages, we should point out the 5 revolutions of 2.0 recruitment. Those novelties that it introduced and forever changed these processes:

More candidates in less time: the great novelty is that the time spent on selection processes was considerably reduced. And not only that, but they reached more candidates.
Choose where the offer is published: to access the right candidates, there are specific websites for the profiles sought. Before, when publishing the offers in the press, it reached all kinds of candidates, which made finding the ideal one difficult.
Optimization of results: the combination of these first two factors made 2.0 recruitment more effective. The processes were faster and cheaper, and it became easier to find the right candidate for the job.
Metrics and optimization of efforts: another novelty of 2.0 recruitment was the possibility of measuring the results of the process. Knowing how long it took to find the candidate, to integrate him, etc. In this way, HR focused its efforts on the most important thing.
A large volume of information: HR had a lot more information for the preliminary analysis of personnel recruitment. It could know where the best candidates were, whether they were looking for a job or working in another company… That’s true, the company was also exposed.

Recruitment 3.0

These trends have only continued until today. The stage that followed 2.0 recruitment was 3.0 recruitment. It coincides with the arrival of social networks, which led to more active recruitment practices. This is what we know as social recruiting.

If we look at the 3.0 recruitment advantages and disadvantages, it is worth pointing out the greater use of mobile devices. Webinars, live broadcasts or audiovisual material began to be used.

Perhaps not so much for recruitment itself, but more for onboarding or worker training.

Human Resources achieved a deeper knowledge about the candidate. His hobbies, what he did in his free time, personal information… This is a double-edged sword.

On the one hand, it allows us to know who we are hiring. On the other hand, we can be led by our prejudices and mistakenly discard a good candidate.

Recruitment 4.0

With this scenario, we arrive at recruitment 4.0. The big novelty regarding 2.0 and 3.0 recruitment is the development of a specific strategy to attract talent through different channels.

The synergy between the company and the candidate is greater. To better understand the 4.0 recruitment definition, these points need to be assessed:

It improves the segmentation of candidates thanks to a better identification of competences.
Networks of contacts are expanded, which exponentially increases the possibilities of locating the ideal candidate.
Having more channels, a direct connection between the company and the candidate is established.
Personal branding gains importance, both for the company -employer branding- and for the candidate.
The candidate’s skills and experience gain increasing importance.

All of this has to be added to the decision making based on data. For it to be possible, the HR team must collect interesting data that facilitates making the best decision.

Data analysis has become a crucial element of 4.0 recruitment, without forgetting process automation.

From recruitment 2.0 to 5.0

And we come to recruitment 5.0, the point where we are today. It is nothing more than the consolidation of recruitment 2.0, 3.0 and 4.0, the total breakup with classic recruitment.

But beyond ending archaic methods and betting on digitalization and HR software like Sesame HR, it brings its novelties:

Inbound recruiting: it is the trendy concept in 5.0 recruitment. It is based on using marketing techniques to recruit the best talents. Divides the process into four phases, attraction, conversion, hiring and falling in love.
Gamification: it serves to improve productivity. But it is also used in selection processes to analyze the hidden abilities and skills of employees.
Online networking: networking has also made the leap to the network. Human Resources can organize virtual events where contacts are generated that can lead to the capture of new talents.
Small data: it is a tool of high technological level. We use an algorithm to find the candidate that best fits the vacancy.

Evolution of recruitment

In short, the process that has taken us from recruitment 2.0 to 5.0 has served to give more weight to the candidate throughout the process.

The candidate’s experience has improved considerably, partly due to the appearance of tools such as chatbots or AI.

We live in a context where the labor market is increasingly demanding.

Putting the candidate at the center of the process as 5.0 recruitment proposes seems more than a smart decision in our talent search.

All this while promoting the image of the company as an employer of reference.

How HR manages recruitment platforms

The correct management of a recruitment platform by HR involves following a series of processes. Among the steps to follow are:

Definition of selection criteria

Before using a personal recruitment platform, HR teams must clearly establish the requirements and selection criteria for each of the positions. Among them are

Technical skills.
Work experience.
Soft skills.
Any other attribute considered relevant for the position.

Defining all these criteria facilitates the configuration of filters and algorithms of the online recruitment platform which allows to guarantee a more precise and according to the desired profile selection.

Platform configuration

Each organization or job position may have unique needs and characteristics. HR teams must customize the recruitment platform settings to align with internal processes. This involves, among other tasks, adjusting workflows, setting up automated notifications, and tailoring the interface to match the company’s structure.

Use of automation tools

Modern recruitment platforms often include automation tools and even Artificial Intelligence in HR to streamline tasks. HR professionals use these tools to automate the initial résumé screening, perform skills analysis, and schedule interviews. This saves time and improves the recruitment platform’s efficiency.

Establish strong communication with candidates

Maintaining transparent and effective communication with candidates at all times is essential for a positive experience. HR typically uses recruitment platforms like Sesame HR to send automated application status updates, schedule interviews, and gather feedback. Messages can also be personalized to build a stronger connection with applicants and make them feel valued.

Data analysis and performance

Effectively managing online recruitment platforms requires constant monitoring of process performance. HR teams use the analytics tools provided by these platforms to evaluate key metrics such as average time to hire, retention rate, and the quality of acquired talent. This data supports strategic decision-making and helps adjust recruitment processes to achieve better outcomes.

Ongoing training for HR staff

Since recruitment platforms are constantly evolving, HR teams need continuous training. This includes understanding new features, algorithm updates, and developing the skills necessary to make the most of the platform’s capabilities. Ongoing training ensures the team stays up to date and uses the tools efficiently.

Evaluation for continuous improvement

It’s not just about using the recruitment platform but also regularly evaluating its effectiveness. This way, the process and user experience can be improved continuously. HR teams should conduct regular reviews of the recruitment process, gather candidate feedback, and adjust strategies as needed.

3 popular recruitment platforms

There are several recruitment platforms widely used by HR departments around the world. Some of the most popular ones include:

LinkedIn Recruiter

It’s the largest professional network in the world, designed specifically to streamline the talent search and selection process. Recruiters can access a vast database of professional profiles, filter based on various criteria, and establish direct connections. This online recruitment platform stands out for its advanced profile search, direct messaging to candidates, and the ability to generate statistics and analytics.

Indeed

This recruitment platform provides important tools for employers by helping them post job offers, search résumés, and manage the hiring process from an intuitive interface. It allows job posting, CV search, and tracking tools for applicants.

Sesame HR

Sesame HR’s recruitment platform offers a comprehensive solution for managing the hiring process. It includes a wide range of features that help companies attract, select, and hire the best talent. Some key features include a job portal, passive recruitment for reaching potential candidates, full control of the selection process from application to hire, and data analysis through People Analytics to improve recruitment performance.

Advantages of using a recruitment platform

Using a recruitment platform offers numerous benefits for HR teams and companies, such as access to a wider talent network, including international candidates, increased efficiency in the hiring process by saving time on CV reviews and interview scheduling, smart filtering of candidates using algorithms based on the job requirements, improved candidate experience by allowing them to track their application status, structured tracking and management of applications throughout the hiring process, better collaboration between HR team members and internal communication, enhanced data security and compliance with privacy regulations, metrics for continuous improvement, and adaptability to changing business needs.

Interesting, right? A recruitment platform can be a powerful asset for your company. If you’re ready to evolve your recruitment and digitize your hiring processes, sign up and get a 14-day free trial of Sesame HR.

Professional with over 20 years of extensive experience in various areas of Human Resources (Recruitment, Training, Occupational Risk Prevention, and Personnel Management). Experience in the Management Department: Broad understanding of the company and HR.

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cristinamartin

HR Content Specialist

From recruitment 2.0 to 5.0: how it has evolved