What is E-recruitment?
E-recruitment, commonly called online recruiting, refers to using cloud-based recruitment tools, web-based resources, and other technologies to identify, attract, interview, and hire new employees.
The goal of e-recruitment is to make hiring procedures more efficient and cost-effective. Furthermore, by utilising e-recruitment, HR managers may access a bigger pool of potential employees while expediting the recruiting process.
Forms of Online Recruitment Methods
People increasingly use the internet to locate jobs and learn more about organisations before going on job interviews. Businesses may reach a vast pool of candidates and manage their recruiting process more efficiently by having a solid internet presence and adopting online recruitment strategies.
The most frequent forms of internet recruitment are:
- Identifying possible recruits using professional social media sites
- Using an applicant tracking system (ATS)
- Conducting online interviews using video conferencing software
- Using online testing via surveys and questionnaires
- Establishing employment boards to publicise job openings
What are the benefits of online recruitment?
Improved candidate experience: Online recruiting allows for a streamlined, user-friendly, efficient, and remote recruitment process that keeps applicants involved and informed at all times. Technology-driven recruiting is especially crucial for Gen Z job searchers, who may not even apply for a position with a company if they perceive the hiring process is sluggish and outdated.
Efficient onboarding: Employers' onboarding practices are frequently clumsy and inefficient. A poor first impression affects retention and stops new workers from getting up to speed.
Increases brand awareness: Online recruiting allows firms to creatively share real-time information about job opportunities to a big audience. This allows for the collection of data on a large number of potential applicants and the development of talent pools.
Cost-effective: Although specific online recruiting strategies, such as job boards and social media, are free, the efficiencies generated by all online recruitment methods contribute to reducing labour expenses. Hiring managers will spend less time manually processing applications, training and onboarding recruits, calling applicants, and creating individual emails using online recruitment tools.
Automation: It speeds up several recruiting procedures, including pre-screening and background checks, arranging interviews, interacting with prospects, and processing paperwork.
Broadens the audience: Employers can attract and acquire talent from any location through online recruiting, which is especially useful given the current transition to remote working. This not only results in more applications per job (and therefore more options for the employer), but it also raises the probability of discovering applicants with highly specialised or specialised skill sets.
What are the drawbacks of online recruitment?
Internet recruitment is far more complex than traditional approaches for filling the most senior roles. Employers must draw from a narrower talent pool for these positions, necessitating a more targeted and individualised approach.
While obtaining many applications frequently provides companies with many options, a considerable number of candidates will surely be underqualified or inappropriate.
Many online recruiting approaches are clinical and impersonal; therefore, hiring managers and recruiters must examine ways to humanise their hiring procedures. Employers who fail to do so risk losing their top prospects to competitors who advertise themselves and their job vacancies more effectively.