E-recruitment, often known as online recruitment, refers to leveraging internet-based resources for the recruiting process.
Recruiting includes finding, attracting, assessing, interviewing, and hiring new personnel.
Over the past couple of decades, e-recruitment has become an integral part of Human Resource Management (HRM) due to the technological revolution and the shift towards digitalization in the job market.
Implementing e-recruitment in your company involves a structured approach, a blend of the right technology, and a focus on the candidate experience. Here’s a detailed guide to help you introduce an all-online recruitment process:
Understand company needs: Collaborate with department heads to get a clear understanding of the positions to be filled and the desired candidate profiles.
Set clear objectives: Define what you aim to achieve with e-recruitment, such as reduced hiring times, increased application numbers, or more qualified candidates.
Applicant tracking system (ATS): Choose an ATS that aligns with your company size and hiring needs. An ATS allows you to post jobs, collect applications, filter candidates, and maintain a database.
Video interview platforms: Platforms like Zoom, Skype, or specialized tools like HireVue or SparkHire are essential for remote interviews.
Online assessment tools: For skills testing, platforms like Codility (for developers), Vervoe (for various roles), or HackerRank can be useful.
Company careers page: Create a compelling online careers page showcasing company culture, benefits, and open positions. Ensure that the application process is user-friendly.
Leverage social media: Utilize platforms like LinkedIn, Twitter, and Facebook to advertise job openings and engage with potential candidates.
Craft compelling job descriptions: Be clear about the role, responsibilities, and qualifications. Use SEO techniques to make postings easily discoverable.
Post on multiple channels: Besides your company website, use job boards (Indeed, Glassdoor), professional networks (LinkedIn), and niche job boards specific to your industry.
Filtering applications: Use the ATS to filter applications based on keywords, qualifications, and other criteria.
Online assessments: Send out online tests to assess technical skills, personality, or any other relevant competencies.
Initial screening: Conduct initial rounds of interviews via video calls. These can be either synchronous (live) or asynchronous (pre-recorded questions).
Panel interviws: Use video conferencing tools to conduct panel interviews. Ensure that all panel members are trained on the software.
Structured interviews: To ensure fairness, use a structured format where every candidate is asked the same set of questions.
Digital offer letters: Use e-signature platforms like DocuSign or Adobe Sign to send and get signed offer letters.
Online onboarding: Use HR software to introduce new hires to company policies, get them to fill out necessary forms, and undergo virtual orientation. Platforms like BambooHR or WorkBright can be useful.
Gather feedback: After the recruitment cycle, gather feedback from candidates about their experience. Use this to refine your process.
Monitor metrics: Analyze data on time-to-hire, cost-per-hire, source efficiency, and candidate quality to gauge the effectiveness of your e-recruitment strategy.
Protect personal data: Ensure the software and platforms you use are compliant with data protection laws relevant to your location and the candidate's location.
Regular audits: Regularly audit your systems for any potential vulnerabilities.
Candidate Relationship Management (CRM): Use CRM tools to keep a pool of potential candidates engaged through newsletters, job updates, or webinars.
Alumni networks: Leverage technology to create and manage alumni networks. Rehiring or referrals from ex-employees can be valuable.
With the rise of the digital era, e-recruitment methods have evolved and diversified. Here are some of the most prominent types of e-recruitment:
Many companies have a 'Careers' or 'Jobs' section on their website where they post current job openings.
This method offers a centralized place for applicants to view job descriptions, company values, and sometimes even testimonials from current employees.
Websites like Indeed, Monster, Glassdoor, and SimplyHired allow employers to post jobs.
They often provide a wide reach, enabling employers to tap into large pools of candidates.
LinkedIn is the most prominent platform where recruiters can post jobs, search for potential candidates, and even use the platform’s advanced analytics to find matches.
It’s also common for job seekers to directly apply for jobs through LinkedIn's job section.
Platforms like Facebook, Twitter, and Instagram are increasingly being used for recruitment.
Recruiters can post job openings, share company culture insights, or use paid advertising to target potential candidates based on specific demographics.
Mobile applications like Switch and Jobr function like the Tinder app but for jobs, allowing recruiters and candidates to swipe right if they find a match.
Websites like Ceipal and Talenttrack offer specialized recruitment services and often have their own databases of candidates.
With online job boards and social media platforms, organizations can reach a global audience.
Reduces the cost associated with traditional recruitment methods like newspaper ads, agencies, and physical recruitment drives.
E-recruitment can speed up the process by automating tasks such as screening applications based on keywords.
Companies can strengthen their employer brand online through their website, social media, and platforms like Glassdoor.
Storing applications, CVs, and other candidate details becomes easier with online databases.
Organizations can track metrics such as the source of applications, time to hire, and quality of hire easily.
E-recruitment tools often provide flexibility in terms of customization based on the company's specific needs.
It's easier for job seekers to apply online, which can lead to a flood of applications, many of which may not be relevant.
Systems might crash or not function correctly, potentially causing a loss of data or missed opportunities.
Handling personal data online always comes with risks, such as potential data breaches.
Without face-to-face interactions, it might be more challenging to gauge cultural fit or soft skills.
Even in online systems, biases can emerge, especially if algorithms screen candidates based on certain characteristics.
Ensure your e-recruitment platforms are mobile-friendly, as many job seekers use mobile devices.
Write clear and concise job descriptions to attract the right candidates.
Use a combination of job boards, social media, company websites, and employee referrals.
Create content that showcases company culture and values.
Even if a candidate isn’t selected, providing feedback can enhance the candidate experience.
Technology evolves rapidly; ensure your e-recruitment tools are updated to stay efficient and competitive.
Make sure your online materials showcase a diverse workforce and inclusive culture to attract a broader range of candidates.
HRs also look for