What is E-recruitment?
E-recruitment is a process of using digital recruitment platforms for recruitment, such as gathering candidates’ details from job boards, social media, etc., and conducting the e-recruitment through virtual assessments and so.
The hiring of candidates in the e-recruitment process is administered by advertising the job vacancies on job boards, social media platforms, etc., and screening applications in applicant tracking systems (ATS). This is followed by resume parsing, online interviews, virtual assessments, and the usage of email, chat, or video conferencing to contact and interview candidates.
Furthermore, the hiring process after the interview is also conducted virtually, and the candidate is onboarded then. The e-recruitment process has become a cornerstone for modern hiring practices, specifically in the post-pandemic era, when hybrid and remote working is gaining demand in the market.
How is the E-recruitment Process Conducted?
It is essential to know the steps involved in the e-recruitment process, which make it different from traditional recruitment.
The e-recruitment process is conducted by following a few steps which are as follows:
1. Job Posting
The first step in e-recruiting is to mention online vacancies and post job openings on job boards and online platforms such as social media sites, online job search platforms, etc. Recruitment software applications, applicant tracking system, etc. distribute the job openings and their ads across the Internet and make them public across multiple channels automatically.
2. Online Applications Submission
Job seekers apply online for the job vacancies posted by the organizations. They apply for jobs by submitting their own resumes and CVs online.
3. Screening and Resume Parsing
The next step is screening and resume parsing of potential candidates who fit the job requirements. It is done by the applicant tracking system (ATS) based on keyword preferences, qualifications, and experiences.
4. Virtual Assessments
Virtual interviews of candidates is then conducted in rounds. Candidates may also be required to complete online tests or assignments to evaluate their skills, knowledge, or personality traits. Shortlisted candidates are invited for interviews conducted through video conferencing tools or AI-driven interview platforms.
5. Background Checks
The e-recruitment platforms collaborate with third parties who engage in verifying candidates’ educational qualifications, work history, and references. This checks the authenticity of the candidates’ data provided by them.
6. Selection and Hiring
The selected candidates are then sent offer letters specifying the time and date of joining, the employment terms and regulations, salaries and compensation details, etc. Offers are communicated via email or through the e-recruitment platform, ensuring a streamlined process.
7. Onboarding
After acceptance of the offer by email by the candidates, they sent an acknowledgment e-mail to the employer ensuring their acceptance of the offer. Then the e-recruitment system facilitates onboarding by providing new hires with access to digital forms, training materials, and company resources.
8. Feedback and Reporting
The e-recruitment tools facilitates candidates to provide their feedback regarding the process of online recruitment and their overall experience in getting recruited online. It facilitates employers to analyze recruitment metrics, such as time-to-hire, candidate satisfaction, and source effectiveness, to improve future hiring strategies.
Advantages of E-recruitment
The advantages of e-recruitment are massive and hold greater significance, specifically for organizations that have flexible working arrangements such as remote or hybrid working.
Let us understand in detail the advantages that come along with the implementation of the e-recruitment process in the organization.
➔ Greater Outreach
The process of e recruitment widens the scope of reach to candidates hailing from varied geographical demographics. Virtual recruitment allows individuals from different origins to submit applications for job postings and be present for the interviews virtually.
➔ Cost-Effective
The process of e recruitment to attract potential candidates from various parts of the globe without needing their physical presence which is cost-effective. The process is conducted virtually which saves the company’s resources invested in the traditional hiring process.
➔ Time-Saving
Job seekers from various countries and states can apply for vacancies without having to be physically present. This saves the time of both the employer and the applicants from multiple hiring steps that require time. By leveraging technology, the e-recruitment process allows employers to screen, interview, and onboard candidates remotely, reducing costs and streamlining the hiring timeline.
➔ Enhanced Candidate Experience
E-recruitment platforms provide timely updates through email or notifications, keeping candidates informed about the progress of their applications, and also display clear job descriptions, qualifications, and expected timelines, reducing ambiguity which enhances the candidate experience.
➔ Flexibility and Convenience
With feasibility and flexibility in the hiring process, the candidate’s experience is enhanced. They get convenience in presenting themselves and their job applications for job postings from their remote places. Also, they attend interviews virtually easing their nervousness in the interview process.
➔ Data-Driven Decisions
The e-recruitment significantly assists organizations in making data-driven decisions by leveraging technology and candidate analytics. This helps generate credible reports of candidates from the application received and filters the non-proficient applications from the ones with potential and skills.
➔ Speed Up Processes
The e-recruitment process speed up hiring by eliminating time-consuming hiring tasks such as manually screening large volumes of resumes, scheduling interviews individually, and conducting in-person assessments. Automated systems streamline these tasks by filtering candidates based on predefined criteria, enabling recruiters to focus only on the most qualified individuals.
Disadvantages of E-recruitment
With e-recruitment, there are a few disadvantages that significantly affect the workflow of the organization, such as:
1. Concerns of Reliability
The process of e-recruitment has reliability issues as it solely and wholly leverages technology and has a lack of personal human touch to it. Also, many systems or tools heavily rely on keywords while resume parsing and candidates screening the applications that sometimes reject the candidates with potential due to the absence of the required keyword in their CV.
2. Lack of Personal Discussions
The use of technology while recruitment leads to diminishing personal human touches in the process of hiring. The e-recruitment hiring makes it challenging to determine the cultural fit and soft skills of the candidates. Also, it lacks the personal face-to-face physical interaction process that helps the employer gauge the candidates’ presentation, personality, and pressure-handling potential at the time of the interview.
3. Over-Dependency on Technology
The over-reliance on technology and the use of technological tools majorly makes the process of e-recruitment dependent on technology. This as a result causes failure during system downtime, leading to technical glitches and falsifying candidates analytics that are essential for the selection of candidates. Hence, the reliability of e-recruitment diminishes.
Also, candidates with limited internet access face issues while applying for jobs and may face difficulties in applying or attending virtual interviews.
4. Scams Prone & Security Threat
The extensive use of technology heightens the risk of scams on job boards and portals, including fake job postings and fraudulent interviews conducted under a company’s name, aiming to deceive candidates and extract money under the pretense of offering jobs. Also, online platforms make it easier for individuals to submit false or misleading information making it challenging for the company to check the credentials.
Furthermore, e-recruitment involves handling sensitive personal data, which may be vulnerable to cyberattacks or data breaches. Companies implementing e-recruitment should invest in robust security measures such as the implementation of a potential recruitment management system that will ensure the security of candidates’ credentials.
5. Technical Barriers
The non-tech savvy candidates face challenges while applying for e-recruitment process resulting in diminishing probability of losing potential candidates for non-technical job postings. Also, this can exclude a segment of the talent pool, particularly older applicants or those in remote areas.
End Note
Migrating the recruitment process online helps make it efficient, less time-consuming, and more economical for the recruiter. It also helps reach a wider pool of talent with minimum effort.
Companies generally use specific software developed for e-recruitment to aid their online recruiting tasks. It will be able to parse through the candidate’s resumes and even comb through their social media profiles to find the perfect candidate for the role.
