Modern recruiting cannot work without digital support. We show what e-recruiting means and how to fully exploit its potential in your own company.
Digital recruiting has many facets – from online job boards to AI tools that help with candidate searches. The fact is: modern recruiting cannot work without digital support.
We show what e-recruiting is and how to fully exploit its potential in your own company.
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E-recruiting or electronic recruitment refers to the entire personnel recruitment process in digital form.
In concrete terms, this means that, in contrast to offline recruiting, job advertisements are placed on online job portals and not in print magazines, and candidates do not apply by letter but via email.
E-recruiters use digital tools and software that support them throughout the entire recruiting process – whether searching for candidates or managing the application process.
E-recruitment brings numerous advantages:
In addition to the advantages mentioned, there are also some challenges to be overcome in order to set up or advance recruiting digitally.
Particularly affected are companies that have so far invested little in the Digitalization invested in recruiting staff. For them, at the beginning, high costs for example, for the purchase of suitable software. In addition, it is a lot of effort and time associated with establishing the software and tools in the company. Once you have placed online job advertisements and published the career page, you can also high volume of applications that must be dealt with.
It is important to always keep in mind that in the long run, all the effort will be worth it – also from a financial point of view.
Which channels are used in e-recruiting to reach candidates? Classic channels such as job advertisements in print newspapers can be used in parallel, but the focus is on digital platforms such as the following.
Almost every modern company has a presence on social media these days. Facebook, Instagram and the like are perfect for providing potential applicants and other interested parties with information and presenting yourself as an attractive employer. The candidates are mostly on these sites in their private lives, but can use their special skills to draw companies' attention to themselves.
Xing and LinkedIn, on the other hand, are social career networks on which candidates mostly use to network with employers and apply. Therefore, these two Social media channels in recruitment special attention. They offer LinkedIn Recruiters and Xing TalentManager even have their own tools for recruiters.
The careers section on your own website also offers enormous potential for employer branding and acts as a central touchpoint between applicants and companies. Current positions can be advertised here and unsolicited applications can be encouraged. Candidates should also have the opportunity to apply quickly and easily here.
In addition, the careers page offers space to present yourself as an attractive employer: benefits for applicants and testimonials from satisfied employees can convince interested talents.
Important: The site should definitely be optimized for mobile devices – because the majority of Internet users can be reached via these devices nowadays. Read more Tips for the perfect career page.
You might also be interested in: What candidates expect from a career site
For many candidates, online job boards are the first port of call when looking for a job. No wonder, as they occupy Google for Jobs Ads usually the top results for corresponding job search terms.
The digital job boards make it possible to post an advert for the position you are looking for in just a few minutes and thus reach a large number of potential applicants. There are also special job boards that are aimed at specific target groups, for example Tech Recruiter special portals for IT jobs.
How can companies score points in online recruiting and reach as many talents as possible digitally? The following tips, which primarily come from the marketing sector, should be incorporated into modern digital recruitment processes.
1) Video marketing: Video postings are an effective means of communication, especially for reaching younger generations who grew up with video apps like TikTok. “About us” introductory videos are just as conceivable as job advertisement clips.
Example: Our video ad on Instagram for our Performance Marketing Manager position:
2) Retargeting: Candidates may visit the careers page, be interested in a job, but postpone their application until later. Retargeting ads should be shown to this target group to remind them of this intention.
3) Optimize the candidate journey: The focus of all e-recruitment measures should be on the candidates: with simple application processes, clear pages and informative advertisements, for example, you can ensure a positive Candidate Experience at various touchpoints.
4) Multi-channel recruiting: The various digital recruiting channels all have their own strengths. Therefore, e-recruiters should use as many different channels as possible and ensure that they complement each other. For example, post employee videos on social media, publish important information about the company on the careers page and link both channels to each other.
5) Address active and passive candidates: In order to fill a position, the obvious thing to do is to publish a job advertisement on a job portal and the careers page. This is how you reach primarily active job seekers. But how about additionally publishing target group-specific content formats, e.g. in Blog or on social media, which also attract attention from passive candidates who are willing to change jobs?
6) Messenger Recruiting: Almost everyone uses WhatsApp, Telegram, Signal and Co. for communication via smartphone. So why not use these channels for recruiting? For example, we offer candidates on our Brandmonks job page If you have any questions about an advertised position, please contact our contact person via WhatsApp:
But there is much more that can be done with messengers. For example, chat groups can be created for interested parties in which they are regularly informed about news and current job offers from the company.
If Chatbots for (initial) contact with applicants, automatic reading of CV data through CV parsing or AI Recruitment Tools How flynnethat take over entire recruiting processes such as sourcing and screening: All of these applications are based on AI technologies.
Although Artificial intelligence in recruitment is far from being able to completely replace human recruiters, but it already supports numerous personnel recruitment tasks and will probably continue to establish itself in this area in the future.
(Cover image source: VideoFlow – Shutterstock.com)
