In the pre-digital era, recruiters had to rely on paper CVs and applications. Job openings were advertised either in industry newspapers, at trade fairs, or at public recruiting centers. In many cases, jobs are advertised internally and hiring involved recommendations from other employees. The selection process also followed a different model. Recruiters reviewed paper applications and resumes, shortlisting suitable candidates for interview. Candidates were called in for face-to-face interviews, with only a small number of interviews conducted by telephone. From the interviewees, recruiters created a new shortlist and ultimately selected a candidate to hire. The tools available to recruiters were simply the CV, the application and its questions, the interview and any references. Unlike today where data is abundant, recruiters did not have as much information about candidates. Getting hired depended on the appeal of your resume and the personal connection you could make with the interviewer. Overall, the process was rather laborious, involving many steps, which have now been digitized. Not only was it more difficult to find a suitable position, but the entire application process took quite a long time.