Phygital Recruitment: How Amigo found success providing a personal touch to tech based recruitment
With the rise of digital platforms, the process of hiring talent has become more easy, faster, and scalable. However, even with all the advancements in digital tools and automation, one key element remains essential in the recruitment process: the human touch. In the tech industry, the demand for skilled professionals is soaring, and hiring managers struggle to engage candidates from diverse, often remote, regions effectively. At AMIGO, our phygital recruitment strategy, blending digital tools with personal connections, has been key to our success in efficiently sourcing tech talent. But how exactly did we use this approach to bridge the gap between technology and personal interaction? Let’s look into it. The Challenge in Tech Recruitment The tech industry is rapidly growing, with a projected annual workforce increase of 5.3% from 2022 to 2026, particularly for software developers, data scientists, and cybersecurity experts. However, organizations often struggle to find the right talent, especially in emerging markets like Bangladesh. Digital recruitment tools are still developing, and many potential candidates lack access or proficiency in platforms like LinkedIn, Glassdoor, or Indeed. Moreover, traditional recruitment methods, which focus heavily on digital platforms, often miss the personal connection crucial for building trust with candidates. In tech recruitment, it’s not only about matching skills but also ensuring cultural fit and understanding a candidate’s potential. This is where a phygital recruitment strategy—blending digital efficiency with human interaction—becomes essential. What is Phygital Recruitment? Phygital recruitment is a recruitment approach that blends both physical and digital experiences. The digital aspect scales recruitment through automation, while the physical aspect adds a personal touch, with recruiters engaging directly to build trust with candidates. In markets like Bangladesh, where internet penetration was around 68% in 2022 (according to BTRC), not all candidates can rely solely on digital channels. In such a setting, a phygital model helps overcome the barriers of technology, bridging the gap between candidates and recruiters. AMIGO’s Phygital Recruitment Strategy At AMIGO, we’ve used this phygital approach to provide personalized recruitment services for tech-based companies looking to hire top talent in Bangladesh. Our strategy combines the scalability of digital tools with the authenticity of human connection. Here’s how we’ve done it: Local Presence and Human Touch One of the core principles of our recruitment process is to ensure that candidates receive a personal touch. We use job portals and LinkedIn to source candidates, while using local gig workers and community influencers to engage talent directly in their neighborhoods and communities.This helps build trust, especially with individuals who are skeptical about digital-only platforms. For example, AMIGO’s recruitment agents often visit local communities, holding informal career sessions, where we explain job opportunities to candidates face-to-face. This interaction is important where many potential candidates might not be comfortable navigating job portals or may feel disconnected from purely online hiring processes. Onboarding and Support When tech companies partner with AMIGO, we don’t just help them find candidates—we also provide onboarding support. Through our physical presence across Bangladesh, we ensure that candidates are properly introduced to the company’s culture, role expectations, and tools. This human connection during the onboarding process makes the transition smoother and increases employee retention. In fact, we’ve found that candidates onboarded with this personal approach are more likely to stay longer in their roles and perform better. Hyper-Localized Job Campaigns We use hyper-localized marketing campaigns to attract tech talent from different regions. For example, we collaborate with local influencers and use community-driven social media strategies to target individuals who may not be actively searching for jobs online. These campaigns often combine both physical outreach (flyers, local events, etc.) and digital ads to engage a wider pool of candidates. By tapping into local networks and regional job insights, we provide clients with skilled candidates who are also a good geographical and cultural fit for the role. Data-Driven Insights While personal interaction plays a key role in our recruitment process, we also rely on data-driven insights to continuously improve our hiring strategies. Our local surveyors and field agents gather real-time feedback from candidates, helping us understand what works and what doesn’t in the hiring process. This data allows us to refine our approach, ensuring that we always match the right candidate with the right job. For example, we might collect data on which regions have the highest concentration of tech talent or which local job platforms are most effective for specific roles. This data helps our clients make more informed decisions and optimize their recruitment efforts. How AMIGO Can Help You Succeed At AMIGO, we understand that recruitment is not just about filling positions—it’s about building lasting relationships with talent. Our phygital recruitment approach helps tech companies find not only skilled candidates but also those who are a cultural fit and eager to contribute to success. Whether you're a start-up or an established tech company, we offer plug-and-play recruitment solutions customized to your needs. Our expertise in hyper-local outreach, combined with our digital tools and human-centered approach, makes us the ideal partner to help you scale your hiring efforts across Bangladesh. Ready to find the best talent? Get in touch with AMIGO today and experience the power of phygital recruitment.