What is e-recruitment?

E-recruitment, also known as online recruitment, uses the Internet and technology to streamline and accelerate hiring processes.  Businesses use web-based resources to search, attract, evaluate, interview, and hire new employees. It allows companies to standardize their job posting and reach a wide range of candidates, either using recruitment software or by partnering with recruitment agencies to implement an effective strategy for e-recruitment.  
Online recruitment has been on the rise ever since the advent of the Internet. The arrival of the pandemic gave it the required impetus and positioned it as the quickest way to source quality candidates. With recruitment software, companies can post jobs, source candidates, screen resumes, and create a central hub for all this information easily.  
 

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How does e-recruiting work?

Here are some common channels of e-recruiting:
1. Job sites

Online job sites form a crucial part of a good e-recruitment strategy. Recruiters can quickly put up ads for open job roles and invite direct applications from quality candidates. Companies can even get their ads pinned to the top of relevant pages by paying a limited amount. An excellent strategy is to post directly from an ATS like Freshteam to avoid managing multiple sites.
Job sites have also made it easy to hire for specialized roles. Some websites even enable sourcing candidates from specific in-demand institutes. Advertising on such sites could be an excellent strategy for a recruitment drive with a limited budget. You can even browse through the profiles of your ideal candidates and connect with them directly. Filtering resumes based on prerequisites also enables companies to ensure that the recruit is a good fit for the job role. 

2. Ad campaigns

Putting up ads on prominent search engines and social media platforms can help companies maintain a steady flow of applications and a filled pipeline. Utilizing ad campaigns is a growing e-recruitment strategy and is being accepted by businesses all across the globe.
When prepared with a clear understanding of your requirements and the ideal candidate profile, ad campaigns can produce significantly positive results. You can reach out to potential candidates on the website they are most active on at the right time. Also, promotional testimonial videos can go a long way to establishing a business as a great employer brand. This method of e-recruitment allows businesses to communicate with applicants even before they apply and create a positive perception of the company.   

3. Company website

Quality candidates are as interested in the employer brand as the job role. Companies must value their employer image to attract quality applicants. Your website is the perfect space for you to demonstrate  this to the candidates. 
The company website is usually the first avenue an applicant interacts with. The website experience can either encourage or deter candidates from applying. It is essential that the website contains all the necessary information and limits the touch points for the candidate to apply. 
Here's what your website should include:

It is also essential that the website is optimized to be mobile-responsive. You do not want to miss out on a candidate because they could not navigate through your website on a mobile. 

4. Social Media

Social media sourcing involves engaging with the active candidates and also creating awareness among the passive ones. An e-recruitment strategy cannot be considered complete without a good social media presence. As many as  94% of recruiters use social media as part of their e-recruitment initiatives.
Social media spaces enable two-way communication and allow companies to form connections with their candidates. Posting eye-catching applications can help you source suitable candidates quickly. Also, companies can project themselves as a desired employer brand by identifying appropriate spaces and participating in conversations. With millennials forming a significant part of the global workforce, it has become essential for employers to be active on social media and create genuine connections. A productive approach would be to involve the employees and ask them to post regularly.
On average, an internet user today has over five social media accounts. And candidates don't just use these to express themselves, but also to seek opportunities. Hence, companies cannot afford to overlook the potential social media has to offer in helping source quality candidates. 

5. Employee referrals

Although a conventional recruitment method, employee referrals can contribute highly to your e-recruitment strategy. For companies with a limited online presence, sourcing referrals from employees can significantly bridge the gap.
Companies can leverage their employees' online presence into sourcing quality candidates. By offering healthy incentives for these referrals, you can ensure a steady pipeline. With an ATS like Freshteam that allows your employees to refer candidates with just one click, you can keep the entire process online and avoid maintaining records manually. 

8 benefits of using e-recruitment?

Online recruitment allows companies to save on time, resources and to enhance efficiency. It is the key to implementing effective candidate relationship management. 

If you are yet to adopt e-recruitment methods, here is what you're missing out on:

1.  Highly targeted reach

E-recruitment helps you find ideal candidates with more ease. Job boards and social networks allow you to discover and build your talent pool. You can do this based on experience level, relevant credentials, geographical regions, and other factors. You can also run highly targeted ads on Facebook and Google to find the right candidates.

2. Employer branding

Posting dynamic content on social media and job portals can be an excellent strategy for companies to build their employer brand. Online spaces facilitate direct communication between candidates and employers. As a result, the candidates know about your company before the application process even begins. Spreading the word on social media can also enhance website traffic and help you generate a healthy talent pipeline.

3. Higher chances of discoverability

The success of a printed advertisement depends on the candidate seeking the opportunity. Online posting enables you to target your talent pool and ensure your job ads get noticed. With enough information about the candidate base, you can optimize your posts for better reach and quick discoverability. 

Also, using web-based recruitment methods, employers can reach candidates globally while conventional channels limit them geographically. Today's high usage of social media platforms also makes it more likely for recruiters to discover potential candidates.

4. Quicker process

E-recruitment processes help save a lot of time compared to the  conventional channels. With modern recruitment software like Freshteam, companies can post on multiple platforms with a  few clicks and save significantly on time. Candidates too can apply to these posts without going through the hassle of sending mail applications.
The filtering options that online job portals offer also help ensure that only relatively suited applications are received. Utilizing an ATS has made sorting through these applications incredibly easier as well. With Freshteam, you can also  compare candidates based on their profiles and make intelligent decisions. 

5. Lower expenditure

While conventional recruiting methods require employers to incur fixed costs, e-recruitment offers the flexibility of paying for the exposure you need. Targeted ads on social media platforms and search engines can be customized to be available in just a city or the whole country. As a result, businesses pay for the size of the talent pool that they are targeting.
When running an ad campaign on social media, employers can easily pause the campaign if it doesn't yield the desired results. Companies have the option to test multiple options and invest in the bones that offer the best return on investment.

6. Reduced manual efforts

E-recruitment limits the manual effort that the hiring team has to put into recruiting. By implementing an ATS like Freshteam in the recruitment processes, employers can ensure the applications get stored automatically. This can help speed up the process significantly.
Using recruitment software also allows companies to ensure that all hiring team members have access to candidate profiles and relevant information. This accessibility reduces redundant communication and empowers the hiring team to make informed decisions quickly. 

7. Statistical insights

It is critical for businesses to keep a tab on what's working in their recruitment strategy and what's not. Online recruitment processes can easily be customized to generate insights and determine which channels produce the best results.
An ATS like Freshteam allows you to build custom tracking links and connect them with online job boards. Doing so can help employers to figure out the source of each candidate. These insights are incredibly crucial as they enable companies to allocate their resources in the most profitable channels. 

8. Personalization

Conventional recruitment channels like printed ads offer limited scope for customization. With e-recruitment channels, businesses can personalize their job ads to be reflective of the company values. Businesses worldwide have begun utilizing their website careers page to help the candidates gather more information about the company.
Customizing online presence can help businesses underline their company identity and enhance the relevance of applications pouring in. Enabling the candidates to know more about your company before applying can significantly improve the employer's image

 

Sourcing talented candidates is a constant process for companies looking to maintain their growth. A carefully crafted e-recruitment strategy can help your business maintain a steady talent pipeline and fill all job positions quickly. It allows businesses to accomplish this for lower costs while maintaining a positive employer image. However, the online recruitment strategy must be coupled with the right tools and software.