E-recruitment is the automated process of identifying, attracting, screening, and hiring candidates using online platforms and HR software. This internet recruitment method enables businesses to establish an online presence to connect with candidates. E-recruitinginvolves different sourcing methods such as:
- Attracting candidates through a company career page
- Using job boards to advertise vacancies
- Incorporating job aggregator sites (job search engines) to consolidate job advertisements from throughout the web
- Advertising on social media sites
- Finding relevant online resumes through search engine optimization (SEO)
Cloud-based HR software also contributes to effective e-recruitment through selecting and tracking candidates and comparing their competencies with job requirements.
Why should HR leaders care about e-recruitment?
To promote business growth, companies must keep up with the rapidly changing work landscape. Searching through job postings in a printed newspaper is long gone; today, applicants assess job opportunities on web-based platforms. Thus, companies must make a positive first impression with an attractive brand and a simple, convenient job application process to entice top talent.
E-recruitment is also time-efficient and reduces the amount of time HR professionals spend on finding, screening, and onboarding personnel. By freeing up HR staff to work on other things, e-recruitment can reduce company costs in the long run. E-recruitment also opens up an international candidate pool, enabling companies to develop a vibrant workforce comprised of diverse and top-notch talent.
What can HR leaders do to implement an effective e-recruitment program?
HR can incorporate these practices to source high-quality, suitable candidates:
- Draft a plan. HR leaders must approach e-recruitment with a gameplan and vision. Preparation allows HR professionals to use e-recruitment to strategically source and hire employees who will enhance the company culture and elevate the work performance.
- Target desired candidates. HR leaders should first identify standard levels of capabilities and knowledge for positions within the company. After determining which competencies are vital, they can target niche websites or particular social media venues that the typical ideal candidates use, increasing the likelihood of sourcing suitable new hires. Because E-recruitment enables large numbers of applicants to respond so easily and quickly, HR can focus mainly on specific platforms to avoid receiving an overload of job responses from unqualified candidates.
- Add a human touch. E-recruitment’s automated functions can provide heightened benefit when coupled with a human infusion. So when it comes time for interaction with candidates, whether through email, a phone conversation, or a face-to-face meeting, be human. Showing respect, empathy, and demonstrating active listening can enliven the candidate’s recruitment experience and build a personal bond.
How can a successful e-recruitment program enhance company culture?
A well-integrated e-recruitment system can help companies attract candidates whose values, goals and purpose align with the company. Recruiting and hiring dedicated, loyal, and enthused employees can enrich and develop the company culture in the desired direction.