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Building Talent Strategies with Recruitment 4.0

Recruitment is changing

So, consider this. Talent acquisition managers are increasingly asking the strategic question “How is the workforce changing?”.

But not only how, but why it’s changing and at such a rapid pace?

It’s in this context that HR executives and talent teams need to start considering Recruitment 4.0 – an emerging methodology designed to help companies thrive, not just survive in a fast-changing and complex human capital marketplace.

But what is Recruitment 4.0?

Taking inspiration from the rapid shift and adoption of process automation seen in corporate enterprises, it’s a method that’s challenging executives to consider the benefits and risks of automating the recruitment process.

Recruitment 4.0 represents a new era in talent acquisition. It’s an automation-focused approach to tackling the longstanding challenges, driven by:

It is in this context that Recruitment 4.0 is key to overcoming these challenges – helping great teams do what they’re already doing, even better. It’s not only about productivity gains, but also recruitment effectiveness.

External factors driving Recruitment 4.0

When considering Recruitment 4.0, understand the external factors and market context that create these challenges in the first place. Making it increasingly difficult for companies to differentiate themselves and get ahead.

Global marketplace for talent

he internet has created a platform where companies all over the world are competing for the same qualified talent

Increased competition

The best candidates are on average only on the market for 10 days (Linkedin)

The importance of candidate experience

Data, personalisation, and content optimisation all come into play. With candidates expecting on-demand access to information

Manual tasks

Talent teams can often be weighed down by the sheer amount of paperwork they have to process on a daily basis

Employer Value proposition (EVP)

With mobile + social media on the rise, talent can very easily share their dissatisfaction with your hiring process with other potential applicants (e.g Glassdoor, Twitter etc)

Building a winning strategy in Recruitment 4.0

Companies that deploy automation technologies can realise substantial performance gains and take the lead in their industries, even as their efforts contribute to increases in business productivity.

Designing the Recruiter’s experience should take a data-backed and 4.0 Tech-led strategy. Data about the existing skill gaps and proactive hiring plans topped with AI technologies can incite hiring at speed and scale.

Increased Revenue and lower costs

Improved candidate and internal customer satisfaction

Increased candidate and employee Engagement

Reduction of risk

Read the Case Study on how a UK based recruitment company saw 327% boost in productivity


EVA – conversational AI & predictive ML, operating within a modular HR Tech Platform, that automates processes and personalises experiences.

EVA team helps organisations achieve both growth and sustainability with HR 4.0 – the fourth industrial revolution applied to Talent Acquisition & Talent Management.

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