How to recruit employees online and Advantages and disadvantages
Recruiting employees online
In this article we will let you know about How to recruit employees online and Advantages and disadvantages.
Online recruiting or e-recruiting or Internet recruiting is the process of filling jobs using web-based resources and software to find, attract, interview, and hire new employees into your organization.
Using cloud-based or internet-based software, you can post jobs, accept applications, and communicate with applicants and monitor their progress throughout the entire hiring process.
Online recruitment also benefits from active and passive recruitment techniques, meaning the ideal candidate is never that far away from being able to apply; and if done correctly, you can populate a database of candidates for future positions in your organization if you wish.
Advantages and disadvantages of online recruitment
Recruitment is nothing new, but with the process and market changes that individuals and organizations are witnessing, it is inevitable that there will be pros and cons to online recruiting.
Many recruiters are already using the Internet to recruit candidates, as well as to perform a myriad of other daily tasks; However, the internet is nothing new nowadays, the fact is that online recruitment covers many different areas and is therefore prepared to deal with the good and the bad. of the process is going to be critical.
Advantages of online recruitment.
- The Internet provides a much larger candidate/talent pool from which to attract candidates and can therefore offer many more applications for vacancies.
- Search for new candidates
- Targeting potential candidates from a broader geographic area improves the likelihood of finding people with the required specialized skills or qualifications.
- The online applicant screen saves time and money for both organizations and candidates.
- Communication with applicants is fast and efficient.
- E-recruitment practices can boost a brand’s image.
- Online recruiting allows for efficient management of all aspects of the recruiting process.
- It improves the employer’s brand image and brand, especially if the website and information on the site and through social media are attractive and make the applicant want to apply for a position.
- Create a better inbound recruiting process that attracts both passive and active candidates.
Disadvantages of online recruitment
- It depends on the technology and the applicants’ ability to use it. Therefore, disadvantageous for those who live in areas with poor connectivity and those who are not technically competent.
- The larger pool of applicants can mean a large number of applications to process.
- Online recruiting is open to fraudulent applications, possibly from competing organizations.
- Online-only recruiting methods may omit information provided in face-to-face meetings/interviews.
- The online recruitment process can appear too informal, which can lead to certain positions, mainly high experience or niche ones, not being applied for.
Step by step to start recruiting online
Each company and vacancy has a specific identity and needs at the time of hiring and, therefore, no process can be generalized. Also, it is important to keep in mind that not all stages of a recruitment need to be at a distance. Many companies use online recruitment only for the first stages and prefer to continue in person in the final stages.
- Plan your strategy.
- Study the law.
- Prepare your team.
- Integrate the tools.
- Design your vacancies.
- Define parameters.
- Open communication.
1. Plan your strategy
The first step to start online recruiting is to define why you want to do it. We have already seen some general advantages of its implementation, but for each recruiting strategy there are specific considerations to take into account.
At this point you should know how much money and time you are willing to invest in tools, staff and advertisements for your company. Likewise, you must be clear about the hiring times for each position you offer, the salaries you propose and the work modality to which the new talents will join. It is important to mention that the fact that a recruiting process occurs online does not mean that the work will be done remotely.
2. Study the law
If your goal is to connect with local people to add them to your work team and carry out this entire process through platforms such as Facebook or Instagram, this point may not be so important for your company. But if your goal is to add international talent to the company, it is essential to study the law and know the regulations on labor matters.
At this point you must evaluate the taxes that you will have to pay when integrating personnel from other countries, the permits that must be processed and what the law specifies. You should keep in mind that many regulations impose some restrictions on online recruitment processes. For example, in some countries it is illegal to ask for biometric data, age, gender or even a photograph in a resume.
3. Prepare your team
Once you have covered the previous points, it is essential that you train your Human Resources team for online recruitment. It may seem easy: take calls, schedule virtual meetings, send contracts, etc. In reality, the procedures can be much more complex.
Your staff must know perfectly the platforms you will use, they must have a database with applications and evaluation materials and give proper follow-up to each of the candidates .
4. Integrate the tools
Depending on the capabilities of your team, as well as your budget, you will have to choose which tools will be part of your recruiting processes.
Maybe you only use messaging systems and some tools to make video calls. Although, if you want to automate the process even more, it will be worth it to hire more powerful HR software. H H. Later we will share with you some tools designed specifically for online recruitment.
5. Design your vacancies
The design of vacancies and the construction of offers are fundamental points for your recruitment plan to be successful. Keep in mind that thousands of companies around the world today use the Internet to connect with job candidates, so you must make your offer competitive.
Be as specific as you can, without boring the candidate. In addition, you must try to provide all the necessary information about the position: salary, benefits, candidate profile, work modality , etc. Such is the importance of this point that there is an aspect of SEO dedicated to making vacancies appear in the first search results and capture the attention of prospects.
6. Define parameters
If you want to start recruiting online, chances are you’re interested in using HR technologies. H H. that make the process easier. Before using them you should know that these platforms will make decisions for you. For example, they will filter resume summaries to keep the best candidates or discard the profiles of people who did not obtain high grades in the evaluations.
To avoid problems, your HR team H H. must be in charge of stipulating the parameters that the technology will use to select candidates.
7. Open communication
Although online recruiting has great advantages, such as connecting with candidates despite the distance, its limitation is the lack of direct interaction with people. That is why before starting your processes you must clearly stipulate what means of communication you will use and whether they will be available to the candidate or you will communicate unidirectionally.
This way you will not sacrifice closeness with the candidates and you will assure them that you will be there for him or her during the process.
Nine good practices for an online recruitment process
The recruitment market is very competitive and to access the best resumes and attract the right talent to your company, it is necessary to maintain good online recruiting practices. These allow you to get more applicants, hire the best candidates and reduce talent drain before the recruiting process is over.