5 Benefits of E-Recruitment

E-recruitment has opened the floodgates allowing companies to find talent from anywhere in the world. 

Gone are the days of printing job vacancies in publications. 

With e-recruitment, you can post job listings on career sites, filter candidates, and interview them online. This streamlines the process, making the job of a recruiter much easier. 

If you’re considering implementing e-recruitment in your hiring strategy, we’ve outlined the primary benefits of recruiting online. 

What Are the Different Methods for E-Recruitment?

E-recruitment is the process of using the internet to attract and hire candidates for your job opportunity. 

It’s a broad term that encompasses various methods:

• Use online job boards to create job postings to attract applicants. 
• Resume screening tools can filter applicants by certain criteria such as education level and work experience. 
• Conduct video interviews using conferencing tools to gauge the fit and qualification of a candidate. 
• Outsource background screening to third-party providers to check for red flags like criminal records, poor credit, and employer or education history misrepresentation. 
• Networking sites like LinkedIn help you to find potential candidates through referrals. 
• Company websites with a strong brand should include job openings encouraging interested applicants to apply. 
• Niche job boards are where job seekers with specialized skill sets can apply to your role. 
• Online assessments can evaluate candidates’ skills to ensure that they qualify for the position. 
• Applicant tracking systems help automate and better manage potential candidates, serving as a central hub that streamlines the hiring process. 

What Are the Benefits of E-Recruitment?

With many employers and job seekers looking online, e-recruitment can be a game changer for your business. 

Here are the primary benefits of e-recruitment. 

1. Broadens Scope of Candidates 

With the remote workforce becoming normalized, many jobs can now be done from home. 

This broadens the scope of candidates, attracting more people to your listing. Compare this to a traditional setting, such as a newspaper ad, where you’re limited to newspaper readers. 

2. Minimized Hiring Cost 

E-recruitment eliminates the need to travel for in-person interviews or to pay for print advertising. 

Social media is free to post, and many job boards let you create job openings without cost. 

Recruiters no longer have to spend hours sifting through a stack of resume papers. Many software automates resume screening processing, which saves the cost of having recruiters perform those tasks. 

3. Make Better Hires 

HR departments are learning how to leverage software to make data-driven decisions. 

For example, a background screening provider can perform reference checks for you. This lets you verify the candidate’s experience, background, and qualifications to make better hiring decisions.

Skills tests let you use data to quantify and measure an applicant’s abilities. You can use their test scores as a metric to measure whether a candidate qualifies for the role. 

4. Saves Time and Expedites the Hiring Process 

You can make job posts in real-time, allowing you to have applicants rolling in on the same day of publication. 

With resume screening tools and applicant tracking systems, you can filter out unqualified candidates quickly. From there, you can even conduct interviews more swiftly rather than meeting in person. 

A wider pool of candidates to work with also means you will find qualified people faster than if you were confined to a local region. 

5. Efficient Candidate Sourcing

There are many ways to efficiently source candidates to find the right type of people for a job. 

For example, if you were a startup, there are boards geared explicitly towards typical startup roles like developers and back-end engineers.

Also, many recruitment sites provide filtering options to help you narrow down the pool of applicants based on your desired qualifications. 

The Potential Downsides of E-Recruitment

Like any digital advancement, it does come with a few downsides. Knowing these risks can help you better prepare for them and ensure a smoother hiring process. 

1. Impersonal and Informal 

Recruiting online can be informal, especially since job interviews typically occur online. In a traditional interview, many applicants must wear appropriate attire and follow a more formal interview etiquette. 

Also, in a virtual interview setting, it can be harder to gauge a candidate’s nonverbal communication. You won’t be able to analyze their body language, which can affect decision-making, especially for roles that require more refined communication skills. 

2. Rise in Competition 

While recruiting online means you’ve broadened the scope of candidates, you’re also competing against more recruiters. 

From the job seekers’ perspective, they can feel inundated with job offers or applications. 

Also, there are likely more companies on the same job boards you post on. Your job post may be buried under a mountain of other posts, meaning your opportunity may not be seen as frequently – unless you pay for advertising.

Frequently Asked Questions

If you’re still deciding whether to recruit online, we’ve compiled a short FAQ section to help. 

What Are the Advantages of Internet Recruiting?

Internet recruiting allows you to expand your reach. This helps you pick from a more diverse and wider pool of candidates. Also, e-recruitment saves companies time and money compared to traditional recruiting processes. Many tools can screen applicants quickly and let you conduct interviews virtually. 

How Effective Is E-Recruitment?

Many studies have validated the effectiveness of e-recruitment as a valuable tool to help attract talented candidates to job openings. Online job boards have millions of applicants and have become a norm for both job seekers and employers. These platforms let you post ads and filter applicants by certain criteria. 

Final Thoughts

E-recruiment is here to stay. The rapid innovation of HR technology has infiltrated its way into the corporate world. 

This is great news since it makes it easier to scale your business and find talented people to work for your organization. However, making the right hire can be difficult. That’s why every company needs a background check partner like ScoutLogic. Our extensive and seamless background check search types give you a complete picture of candidates. Contact us today and learn how we can aid in your hiring process.

David Garcia

David Garcia, co-founder and CEO of Scout Logic, is an industry leader in the bulk background check world. With his strategic acumen and expertise in the HR sphere, specifically in hiring, recruiting, legal compliance, background checks, and resume screening, he’s an invaluable asset and consultant.

David's counsel extends across the boards of ScoutLogic, YipitData, and Supplier.io, drawing from his impactful stints on the boards of Infutor and Avetta. With an extensive 25-year journey, he champions unparalleled B2B commercial leadership within data & analytics, significantly shaping the HR landscape.