A couple of years ago the village square was the most important place for people to communicate at. Through Facebook, Twitter & Co this has changed fundamentally and interaction between people became detached from time and place in the modern world. Nowadays, digital technologies are omnipresent and are radically changing the work environment. This change presents people with the challenge to adapt the knowledge and skills according to the actual technological situation. In order to make this possible, suitable employees are needed. Because of the economic and demographic changes, a ‘War for Talent for the qualified candidates has emerged. The majority of the companies react to that by optimizing the recruiting processes and instruments, while the HR personnel feels insufficiently prepared. This matter indicates the question for this master thesis on appropriate measures for HR managers to find suitable employees in the digital era. Following the introduction, the digital era is described thoroughly in the second chapter. Central terms, the development of the digital era and selected influencing factors are explained. The chapter is concluded with an explanation of the digital transformation. The following chapter looks into recruiting, defines connected terms of recruiting and deals with the integration of recruiting in personnel management. Afterwards criteria for the selection of recruiting instruments are developed in order to assess selected traditional recruiting methods. The fourth chapter addresses E-Recruiting, defines the terms used and discusses application management. Additionally, the respective online recruiting channels are described, including a subsequent evaluation with prior determined criteria of the channels in question. Concluding the thesis, selected indications for the use of E-Recruiting are given.