The idea of e-recruitment has been evolving since the early 2000s. The digital age has brought a bunch of new tech tools into our daily work routine.
E-recruitment has quickly taken over traditional hiring methods. Thanks to modern technology and the ever-changing job market, sorting through job applications has turned into a pretty easy job.
What is E-Recruitment?
E-recruitment, also known as online recruitment or Internet recruitment, refers to the process of using digital platforms, tools, and technologies to attract, screen, and hire candidates. This innovative approach utilizes job portals, company websites, social media platforms, and applicant tracking systems (ATS) to streamline hiring efforts.
Before we move further, let’s give a brief history of the development of e-recruitment.
The Development Of E-recruitment.
Dysart (1999) and Taylor (2001) describe e-recruitment as an online method that uses tech tools to attract potential job candidates. It makes life easier for recruiters by quickly matching people’s qualifications, skills, and experiences to job openings, letting them know how likely they are to get selected. One big reason e-recruitment took off is that more and more people started using the internet.
Between 2000 and 2008, internet usage skyrocketed by 305.5% (Internet World Stats, June 2008). Back then, about 1.5 billion of the 6.7 billion people worldwide were internet users, which was around 21.9% of everyone on the globe. In North America, around 73.6% of folks were online, while in Oceania and Australia, it was 59.5%, and in Europe, it was 48%. This shift meant job ads in newspapers became less common.
With the web accessible at home, work, and school, companies had to adapt to the digital world, making recruitment services available on their websites. Applying by mail has nearly vanished, and organizations have really benefited from this digital trend.
E-recruitment has moved job applications and talent searches online, bringing job seekers and employers closer than ever. The online world lets job seekers check out job applications as they’re posted and makes direct communication super easy through emails, social media, and websites.
When hiring managers, recruitment agencies, HR departments, and candidates can chat easily, it leads to better outcomes all around. Companies like online recruitment more since it’s more transparent and trustworthy. It boosts their visibility in the market and opens up a larger pool of applicants, giving job seekers more room to negotiate salaries and benefits compared to the old-school ways. This is a win-win for both candidates and companies (Elkington 2005).
The internet became a recruiting go-to in the mid-90s and kicked off a ‘recruiting revolution’ because of its perks for recruiters (Boydell, 2002).
The main advantages of online recruitment include cutting out the inefficiencies of traditional processes. It’s faster, cheaper, and simpler, leading to its growing popularity (Singh & Finn, 2003). The digital economy has shifted away from print ads and significantly expanded HR operations.
According to In Lee (2005), a professor at the University of Illinois, e-recruiting has transformed hiring from a slow, batch process into a continuous, efficient one, slashing hiring costs by 87% compared to old methods ($183 vs. $1383).
Big companies have had notable successes, like Dow Chemical, which cut its hiring cycle from 90 days down to 34 and reduced hiring costs by 26% in 2001 (Gill, 2001). Linda Barber’s E-recruitment study indicates that online recruitment has steadily climbed in recent years. Research from Taleo found that 93-96% of Global 500 companies in Asia, Europe, and America were using e-recruitment as their main way to find talent. Another trend was the jump in corporate career site ads and online applications going from 27% in 2000 to 77% in 2005. A six-year study by Parry and Tyson (2008) involving interviews with HR managers revealed that companies adopted e-recruitment mainly for: –
- Cost savings.
- Ease of use for candidates.
- Larger candidate pool.
- Simplicity for the organization.
- Faster hiring.
- Keeping up with competitors.
Online recruitment has really benefited larger companies, allowing them to make the most of technology in their hiring strategies. Big organizations with solid HR teams and up-to-date IT systems can effectively use their corporate websites and social media to attract top talent through mobile-friendly platforms. While going the e-recruitment route can be pricey for some, the financial payoffs can be huge.
Similar to the internet, job applications are up for grabs anytime online, and companies that have jumped on the e-recruitment bandwagon reap these ongoing rewards. Companies that use e-recruitment let candidates submit open applications for future openings, drawing in dedicated applicants and saving time, money, and effort on ads and screening. The internet has changed how firms advertise jobs and connect with candidates through online platforms.
Organizations can link up with candidates mainly in three ways:
- By adding e-recruitment features to their career sites.
- Using dedicated job boards and employment websites to post and manage job ads.
- Through social networks like LinkedIn, Twitter, and Facebook.
Online ads have taken over print media because they can reach specific audiences more effectively and at lower costs. With broadband internet, candidates from all over can easily access these opportunities.
Difference Between E-Recruitment and Traditional Recruitment.
Dr. Anne B. Holm (2012), a professor at Aarhus University, looked into the key differences between traditional recruitment and modern e-recruitment. Back in the day, the recruitment process followed a pretty straightforward, step-by-step approach — you couldn’t move on to the next stage until the previous one was fully wrapped up. This old-school method relied on paper documents and set schedules, which made it pretty rigid and not very adaptable once you started a stage.
In contrast, e-recruitment is much more flexible; you can tackle multiple steps at the same time and even go back if needed without a lot of hassle. It’s more of an ongoing process where candidate screening and identification happen continuously, thanks to recruitment tools that help rank candidates based on specific criteria.
Below are several differences between the traditional method of recruiting and e-recruitment.
| Feature | E-Recruitment | Traditional Recruitment |
|---|---|---|
| Reach | Global access to candidates through online platforms. | Limited to local or regional talent pools. |
| Cost | More cost-effective with reduced advertising expenses. | Higher costs due to print ads, travel, and events. |
| Speed | Automated processes speed up hiring. | Time-consuming with manual steps. |
| Candidate Screening | Utilizes AI and ATS for efficient shortlisting. | Manual screening of resumes takes longer. |
| Accessibility | 24/7 access to applications. | Limited by office hours and manual processes. |
| Employer Branding | Enhances branding through a professional online presence. | Limited branding opportunities through ads. |
| Volume of Applications | Attracts a higher number of applicants globally. | A limited number of applications based on reach. |
| Interaction | May lack a personal touch. | Allows for face-to-face interactions. |
| Environmental Impact | Paperless, eco-friendly recruitment. | High paper usage for applications and records. |
| Efficiency in Communication | Instant communication via emails or platforms. | Delays due to reliance on phone calls or mail. |
| Data Management | Digital storage and easy retrieval of candidate data. | Physical storage can be cumbersome and prone to loss. |
| Targeting Specific Skills | Advanced tools help target niche skills efficiently. | Limited ability to identify niche skills manually. |
| Customizability | Job ads can be tailored to different audiences online. | Limited customizability in traditional methods. |
| Feedback Mechanism | Automated feedback systems for applicants. | Feedback may be delayed and manual. |
| Adaptability to Trends | Quickly adapts to new hiring trends and technology. | Slower to incorporate modern practices. |
Advantages of E-Recruitment.
- One of the biggest perks of e-recruitment is the wider reach it offers. Employers can connect with talent from all over the globe, giving them access to a pool of qualified candidates, no matter where they live. This is great for finding the right fit for specialized roles or unique skill sets.
- When it comes to being cost-effective, e-recruitment really shines. Traditional hiring can get pricey with ads, printing materials, and agency fees. But using online platforms cuts down on those costs, making it easier for companies to spend their budget wisely while still attracting great applicants.
- The faster process is another major advantage. Automated systems let recruiters whip up job postings, screen resumes, and schedule interviews at lightning speed. This efficiency helps to pinpoint the best candidates quickly, which is a win-win for everyone involved.
- Thanks to better candidate matching powered by advanced algorithms and AI tools, employers can find candidates whose skills and experiences match the job requirements perfectly. This means more quality applicants and a smoother hiring process overall.
- E-recruitment also gets a bonus for 24/7 availability. Unlike the old-school methods that only work during office hours, online platforms are open all the time. Job seekers can throw their hats in the ring whenever it suits them, which means companies can receive more applications from a diverse range of candidates.
- Lastly, a solid online presence can really boost employer branding. Companies that invest in a polished career page and engaging content come off as attractive places to work. A good digital reputation helps them stand out and draw in top talent.
Popular E-Recruitment Platforms.
- Job Portals: Sites like Lucres, LinkedIn, Indeed, and Naukri.com are go-to spots for job hunting. Companies post their job openings here and search for candidates. These sites have tons of resumes and handy tools to help employers filter and manage applications easily.
- Company Websites: A lot of businesses have sections on their own sites where people can check out job openings and apply directly. This not only boosts the company’s brand but also gives candidates a more personal touch in the application process.
- Social Media: Platforms like Facebook, Instagram, and Twitter are key players in recruitment marketing. Companies use these channels to post job openings, interact with potential candidates, and build a community around their brand, really expanding their reach.
- Applicant Tracking Systems (ATS): Tools like Zoho Recruit and Workday are super useful for keeping the hiring process smooth. They help with everything from posting jobs to tracking applications, making it easier for communication, scheduling interviews, and onboarding—all in one spot.
How E-Recruitment Works.
- Job Posting: The e-recruitment journey kicks off when employers write up detailed job descriptions about what they need for each position. These listings go live on different online platforms to get the word out.
- Candidate Application: Job seekers can easily apply through these digital platforms. Many sites offer a simple process for uploading resumes and cover letters, making it a breeze to find opportunities.
- Resume Screening: Companies often use Applicant Tracking Systems (ATS) or AI tools to sift through the resumes first, filtering out the ones that don’t match what they’re looking for. This helps them focus on candidates who really fit the bill, saving time in the process.
- Interview Scheduling: Automated scheduling tools take the stress out of setting up interviews. These systems help coordinate times that work for both recruiters and candidates, making communication about interview times much easier.
- Feedback and Hiring: After interviews, employers use digital tools to quickly give feedback to candidates. Those who get the job receive offers through email or online messages, and the onboarding process is all digital, making it smooth for everyone involved.