Digitalization has found its way into human resources and is now an essential part for both companies and applicants. The latter nowadays often expect an electronic application process, while it is essential for recruiters to meet the increasing demands of job seekers. E-recruiting illustrates once again how knowledge can act as a tool to optimize efficiency as well as resources in the form of time and money.
Definition and functionality
- E-recruiting stands for recruitment via electronic media such as the Internet.
- Software solutions such as Applicant Management systems support the process by automating tasks such as online recruitment, applicant management and communication.
- Benefits: Time saving, cost efficiency, increased reach, better organization and analysis of applications.
Areas of application and channels
- Company website: Career pages with online application forms and job offers.
- Online job boards: Platforms such as Monster or Stepstone with a wide reach and filter options for applicants.
- Career networks: Xing and LinkedIn enable profiling and networking with potential candidates.
- Social media: Channels such as Twitter, Facebook and Instagram to increase awareness and employer branding.
- Mobile recruiting: Use of mobile devices for job search and application.
Advantages for companies
- Increased efficiency: faster processes, less manual effort.
- Cost saving: Reduction of printing and shipping costs.
- Wider reach: Appeal to a wider target group.
- Improved quality: pre-selection and matching of applicants through software.
- Increased employer branding: attractive appearance as a modern employer.
- Advantages for applicants
- Convenient application: online forms and mobile applications.
- Time saving: Quickly search and apply for multiple jobs.
- Transparency: Insight into companies and job profiles.
- Improved communication: Direct contact with recruiters.
Choosing the right software
- Needs analysis: company size, HR department, number of open positions, target group.
- Vendor comparison: features, cost, ease of use, support.
- Implementation and training: Ensuring efficient use of the software.
Strategy and Best Practices
- Development of a joint recruitment strategy: guide for recruiters, authentic online presence.
- Definition of target groups and channels: Addressing the right candidates.
- Creating engaging job ads: Clear description of the position and benefits.
- Optimization of the application process: Fast response, transparent feedback.
- Use of data analytics: Measuring success and optimizing the recruiting strategy.
FAQs
What does e-recruiting mean?
E-recruiting refers to the recruitment of personnel using electronic media such as the internet. Companies often use Applicant Management software systems that automate process steps such as online recruitment, applicant management and communication.
How does e-recruiting work?
E-recruiting software can organize the individual workflows in the recruiting process. Starting with a company's career page, for example, the software system can read, analyze and select applicant data entered in online forms based on certain criteria.
What channels are available in e-recruiting?
The most frequently used e-recruiting channels include the company's own website and online job boards. Other channels include employee referral programs, career networks such as LinkedIn, social media platforms such as Instagram, and mobile recruiting.
Why is e-recruiting so relevant?
Digitalization has also transformed recruiting and has become indispensable for both companies and applicants. Applicants today often expect an electronic application and recruiting process, while recruiters can use it to meet the increasing demands of job seekers.
What are the advantages of e-recruiting?
E-recruiting leads to long-term cost and time savings at various levels and makes the work of companies easier overall. It enables quick placement of job advertisements, organization and analysis of applications, automated communication and, in the best case, contributes to strengthening employer branding.
Result
E-recruiting is essential these days. The extensive list of advantages makes it clear that e-recruiting can make a significant contribution to relieving HR work. However, it is important to emphasize that e-recruiting should not be seen as the sole solution that replaces best practices. In order to use e-recruiting successfully, it is advisable to consider two key factors: the development of a joint recruitment strategy and the careful selection of a suitable software system to ensure an optimal cost-benefit ratio.
