Recruitment Strategy

The strategy highlights how the company intends to recruit for open positions overall, when
positions should be outsourced, the use of technology and social media, and internal mobility. It
might also include information about hiring a diverse workforce; employer branding and how
open positions are prioritized
A recruitment strategy is a plan that outlines how an organization will attract, evaluate, and hire
people to fill open positions. Here are some recruitment strategies.

E-Recruitment

E-recruitment, also known as online recruitment, refers to the use of web-based technology for
the various processes of attracting, assessing, selecting, recruiting and on boarding job
candidates. Through e-recruitment employers reach larger number of potential employees.
Companies may build their e-recruitment platforms in-house, use e-recruitment HR software or
employ recruitment agencies that utilize e-recruitment as part of their package.

Methods of E-Recruitment
Sourcing and Attracting Potential Candidates
Sourcing is the process of searching for qualified job candidates for a current or pending position
in the company. In order to recruit candidates efficiently, it becomes important to know where
the pool of interested candidates lies. Which is why, using social media for sourcing and
attracting potential candidates is one of the most common methods used for online recruitment.
Social media is an effective tool for building employer brands and hiring potential candidates.
Platforms like Face book, LinkedIn, Instagram have been commonly visited sites for finding,
tracking and recruiting candidates online.
Using Applicant Tracking System
An Applicant Tracking System is software that uses an algorithm to sort out resumes of the
potential candidates and simplify the process of recruitment for the hiring HR managers. When a
lot of candidates apply for a job opening, this software helps to segregate under qualified
resumes and qualified resumes during the hiring process. So, this enables the recruiters to see the
resumes that are filtered and as per their criteria asked in the job profile. Thus, an Applicant
Tracking System is a useful method for E- recruitment.
Interviewing Candidates Online
Thanks to the internet, it is not mandatory to have job interviews in a physical space anymore.
By using free interview video tools like Skype, Google meet, Zoom etc., HR managers can
recruit the qualified candidates by interviewing them online. Nowadays, most of the companies
use an automated online interviewing system where the candidates are asked questions and are
given a certain time limit for thinking and speaking the answers. This is also the reason why this
method of E- recruitment has become very common in the corporate world.
Using Job Boards
Job boards are the websites used by the recruiters for advertising job offerings specifically. On
the contrary, Job seekers can use job boards to search for new job opportunities in their area and
profession. Some job boards use applicant tracking systems to help streamline the application
process while in others, individual job postings redirect interested candidates to company
websites to complete the application process. For example, sites like Glassdoor and Indeed allow
candidates to post their resumes for the recruiters to find them.
Now that we know what are the possible methods used by HR recruiters to hire potential
candidates, let’s talk about the advantages these methods serve to them.

Advantages of E-Recruitment
Saves Time
If we look back at the time when HR managers used to publish job vacancies and depend on
word of mouth for finding job seekers, we’d see how time consuming it used to be to hire a
single potential candidate and that too, in a small locality! With methods of E-recruitment where
resumes of under qualified candidates can be separated and a larger pool of job seekers can be
found, the recruitment process has just got simplified in case of time usage.
Minimizes Hiring Cost
Costs in recruiting are usually high in terms of advertising, travel expenses, third-party recruiter
fees etc. Which is why, the hiring process usually takes up too much time and its cost increases
subsequently. However, with the use of online recruitment methods, labor costs like these can be
minimized by implementing a software which allows both, the job seekers and recruiters to post
free job openings on multiple social platforms just by one click.
Broadens Scope of Candidates
With the use of digital tools and the web, HR recruiters can also increase the scope of candidates.
When they post about a job vacancy, it allows them to dive into the larger pool of potential
candidates which also broadens their selection decisions. As a result, they are able to select the
appropriate candidates both locally and internationally.
Filters According to Criteria
Recruitment systems have filtration tools to help recruiters to find the ideal candidates with
competencies that match the job position. Therefore, the filtration tools provided by E-
Recruitment systems speed up the process of sorting the candidates according to experience,
education, competencies, and many more criteria.
As we know, where there are advantages, there is always a scope of improvement due to some
disadvantages that follow along with this process. Wondering what are the disadvantages of E
recruitment? Read further!

Disadvantages of E-recruitment
Rise in Competition
One of the downsides of recruiting online is that there is also a pool of recruiters waiting to hire
the perfect candidate for their specified job role. As a result, the job post can quickly become
buried under a mountain of other job offers, forcing the HR manager to either pay more for extra
exposure or risk not being seen. When it comes to social media, it is also the decision of the
platform’s algorithms, to reach the audience the manager wants.
Technical Issues
During online interviews on the free video platforms like Skype or Zoom video calls, it is
possible to encounter technical faults. It can be quite embarrassing for a recruiter to be suddenly
switched out of a conversation or call due to an electrical outage, while having an unstable
internet connection can be awkward. This also means if the company isn’t good at technology,
they might encounter such glitches more often.
Attraction of Bad Candidates
With the ease in the process of applying for a job online, it also means that underqualified and
fraud candidates might apply for the job role. With hundreds of applicants, many of them will
not be suitable for or serious about the role, thus diluting the quality of your talent pool.
Steps in an e-Recruitment Process
There are several steps in the e-recruitment process:
1. Developing job postings

The first step is to develop job postings that accurately reflect the duties, responsibilities, and
qualifications required for the position.

2. Posting job openings

The next step is to post the job openings on online job boards, career websites, and social media
platforms.

3. Screening job applicants

The next step is to screen job applicants to identify the most qualified candidates. This can be
done through an automated system that assesses resumes, cover letters, and job applications.

4. Conducting interviews

The next step is to conduct interviews with the most qualified candidates. This can be done
through video conferencing, phone calls, or in-person meetings.

5. Making job offers

The final step is to make job offers to the most qualified candidates. This can be done via e-mail,
phone call, or in-person meeting.
The e-recruitment process is an efficient way to find the best talent for a company. It saves time
and money by eliminating the need to post job advertisements in newspapers or other traditional
channels.
Additionally, e-recruitment makes it easier to target specific groups of candidates. For example,
employers can use e-recruitment to search for candidates with particular skills or experience.
Finally, e-recruitment allows employers to track the progress of their recruitment campaigns and
assess the performance of different recruiting channels.

Types of E-Recruitment Methods

What are the ways in which you can recruit through online methods? Here are some of the best
and most tried and tested techniques.
Company website
The company website has changed over the years. What started as a simple page on the internet
is now a powerful tool that allows you to create a whole world for candidates and your
employees.

If you want to better demonstrate your value as a business, you do this by developing your
employer brand.
The employer brand is designed so that it can attract the best talent and one of the ways of doing
this is by showing potential employees what the values and the culture of the organization are
and how staff appear to feel about working there.

You can build a dedicated recruitment or careers page(s) that highlights your employer brand as
well as your employee value proposition (EVP).

Your Employee Value Proposition is really the message that you will target your candidate with.
An employee value proposition should tell potential candidate’s why they should come to work
for your company.

Importantly, these pages need to be clear, attention-grabbing and memorable.

Internet advertising
Another advantage of online recruitment is the ability to create paid online advertising which can
be highly effective in reaching relevant candidates and guiding them to the company vacancies
page - or a specific page.

You can use search engines such as Google and Bing to create targeted adverts to attract the
ideal candidates, and even social media platforms such as LinkedIn and Facebook which offer
the paid advertising facilities to get your open position to a wider audience.

Online job boards even offer paid advertising features and can gear e-shots to candidates in
specific sectors which makes it a highly targeted recruitment method.

Social media
If there has been one significant change in the recruitment process over the years, it has been the
introduction of social media in attracting top talent.

In 2018 it was determined (by Glassdoor) that 79% of USA job seekers used social media in the
job search. Platforms including LinkedIn, Twitter, Instagram and Facebook can all be effectively
used to reach potential candidates.

Social media also attracts a different demographic aspect when it comes to communicating your
message and the kinds of applications as well. Alternatively, social media also gives potential
employers the possibility to reach out to candidates and discover more about them with a bit of
extra digging. LinkedIn is the most relevant platform for this kind of outreach since it has highly
functional filters that create an effective database which can be automatically exported
with LinkedHelper.com. Organizations must act ethically when doing so however.

To demonstrate the impact of social media in the online recruitment process, here are some other
statistics that proves that it cannot be ignored as a method.

 96% of job seekers use social media when conducting a job search (CareerArc)
 49% of professionals follow companies on social media to stay aware of job
opportunities (LinkedIn)
  81% of jobseekers want to see job opportunities posted to Facebook (Link Humans)
 46% of companies said social media recruiting investments are a focus in 2020 and
beyond (Jobvite)

Contact sourcing
Contact sourcing is another way that online recruitment has changed for the better - in many
cases. In order for it to be successful, it involves doing some more work to obtain contact
information for people in the industry who may have an interest in working for you.

For example, if you're hiring for a social media marketing position. Contact sourcing is about
looking at profiles on portfolio websites like GitHub and then looking for email addresses for
people who mention they're seeking work in that field. You can then either reach out to see if
they are still interested or store in a database of potential candidates for the future.

You might also do general web searches or take advantage of contact sourcing tools such as
ContactOut or Aevy.

Online job boards

If there is one area that has really grown in the last two decades it is the online job board. Nearly
everyone has heard of this method and more than likely, you will be using this as part of your
ongoing recruitment strategy.

You can use them to not only attract the top talent but equally as a research tool to help you
define better job descriptions and roles for your own organization.

Job boards such as Monster, REED and Indeed are three of the most popular online recruitment
packs and cover nearly every category of job posting and industry.

In many cases, some job boards allow recruiters to use features without charge, offering options
for free job postings or trials.

These happen to be very popular with job seekers as they can input their CVs one time and get
emails sent about new openings on a daily basis.

What are the ways in which you can recruit through online methods? Here are some of the best
and most tried and tested techniques.

Process of e-recruitment
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:

Setting the foundation

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.

Selection of technology

 a) Applicant tracking system (ATS): Choose an ATS that aligns withyour 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.
 b) Online assessment tools: For skills testing, platforms like Codility (for developers),
Vervoe (for various roles), or HackerRank can be useful.

Develop a digital presence

 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.
 Posting and promoting job openings
 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.

Screening and assessments

 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).

Interview process
  Panel interviews: 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.

Offer and on boarding

 Digital offer letters: Use e-signature platforms like DocuSign or Adobe Sign to send and
get signed offer letters.
 Online on boarding: 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.

Feedback and refinement

 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.
 Ensure data security and compliance
 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 vulnerability.
 Continuous engagement /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.

What are some best practices in E-recruitment to follow?

 Mobile optimization
Ensure your e-recruitment platforms are mobile-friendly, as many job seekers use mobile
devices.
 Clear job descriptions
Write clear and concise job descriptions to attract the right candidates.
 Utilize multiple channels
Use a combination of job boards, social media, company websites,and employee
referrals.
 Engaging content
Create content that showcases company culture and values.
 Feedback mechanism
 Even if a candidate isn’t selected, providing feedback can enhance the candidate
experience.
 Regularly update technology
Technology evolves rapidly; ensure your e-recruitment tools are updated to stay efficient
and competitive.
 Diverse representation
Make sure your online materials showcase a diverse workforce and inclusive culture to
attract a broader range of candidates.