E-recruitment, also known as online recruiting, refers to the use of web-based technology for the various processes of attracting, assessing, selecting, recruiting and onboarding candidates

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Elements of E-Recruitment

E-recruitment consists of the following elements:

• • Employer website: provides details of job openings and collects data on visits

• • Job boards: contain ads and job openings from employers and intermediaries

• • Online testing: an online evaluation of candidates

• • Social media: quickly reaching potential candidates

• • Applicant tracking: managing candidate status regarding his/her application

• • Online onboarding platform; digital resources to induct the newcomer

Example of e-recruitment for recruiting employees

E-recruitment, also known as online recruitment, is a process by which companies use digital means to post job openings and gather and screen applicants. This involves using various online platforms, such as social media, job boards and corporate websites, to share job postings and receive applications

Applicants can view job postings on any of the platforms and apply by uploading their resume and cover letter or filling out an online application form. Companies can then use e-recruiment software to screen and sort applications and invite suitable candidates for an interview. See also our knowledge base article on social media recruitment

Example of e-recruitment for reviewing applications

Companies can post an online application form on their Web sites or job boards, where applicants can upload their resume, cover letter and other relevant information. Applications are then automatically screened and analyzed based on certain criteria, such as skills, experience and education. Some companies use artificial intelligence (AI) or machine learning to analyze the applications and identify the most suitable candidates. Companies may also add an online assessment or test to the application form, such as a language or skills test, to evaluate candidates’ skills

After analyzing the applications, qualified candidates can be invited for an interview or follow-up process. This helps companies review applications more efficiently and quickly and find the best candidates

Example of E-HRM for onboarding candidates

E-HRM for onboarding means the use of an online onboarding platform. Companies can implement a platform where new employees can register and access information about the company, their work environment and their work duties. This platform can also be used to sign important documents, such as employment contracts, and fill out forms

The platform can also include educational modules that help new employees better understand the company’s culture, products and services. This can help new employees adjust quickly and prepare them for their jobs

Some companies, like ENBOQ for example, also use gamification elements in their online onboarding platform to make the process more fun and interactive. This can be done, for example, by sharing the material interactively, activating the employee and engaging their problem-solving skills

The benefits of e-recruitment for attracting new employees

The use of e-recruitment has quite a few benefits for organizations:

• • cost-effective because it is generally free (no out-of-pocket costs) and reduces labor costs

• • you reach a larger audience because the applicant can also reach a much wider audience without paying extra. Also read the article on job aggregator in the knowledge base.

• • user-friendly; enables dynamic content making the organization’s ads more attractive to job seekers

• • shorten the recruitment process

• • real-time;  most messages and replies appear in real time

The disadvantages of e-recruitment

Every advantage has its disadvantage. So let’s also list some disadvantages:

• • not suitable for higher level positions making the pool of potential candidates at this level much smaller

• • large number of responses, including a large number of unsuitable candidates

• • technological problems due to standardization of application process

• • candidates and hr professionals often call it too impersonal.

Please also read more about E-learning, assessments, gamification and get inspired byemployment program examples

What does e-recruitment mean for companies?

E-recruitment offers companies many benefits, including a wider reach of applicants, a faster and more efficient recruitment process and lower costs. It makes it easier for companies to share job postings and recruit for specific positions or specific groups of candidates. E-recruitment can also help reduce discrimination in hiring

What does e-recruitment mean for candidates?

E-recruitment also offers benefits for candidates, including:

• • Access to more job postings: Through e-recruitment, candidates can easily access many more job openings than  through traditional ways.

• • Speed and convenience: E-recruitment makes it easier for candidates to submit applications and the process is often faster than sending a traditional cover letter and resume.

• • More control: E-recruitment allows candidates to upload and edit their resume and cover letter before applying, giving them more control over how they present themselves.

• • Better communication: E-recruitment makes it easier for candidates to stay informed about the status of their application and to communicate with the employer.

• • Discrimination Reduction: E-recruitment helps reduce discrimination because the process is often anonymous.

Shortcut

E-recruitment is the process of recruiting through electronic means, such as job websites, social media and e-mail. It is an efficient and time-saving way to recruit, select, hire and ultimately hire candidates

The advantage for HR professionals is that they can quickly reach a large pool of candidates and automate the application review process. This can lead to more efficient candidate recruitment, allowing companies to hire the right people faster. E-hrm for onboarding ensures that new team members are inducted consistently