Online recruiting provides a larger pool of qualified candidates and allows you to screen them and contact the best options immediately. While providing this, online recruiting costs less and decreases the approximate hiring process significantly. Online recruiting also allows companies to pinpoint their recruiting efforts and differentiate themselves from the competitors by using creative digital tactics. Using Internet solely as an extension of paper-based practices fails to exploit the power of the new channel.
Online recruiting may consist of conducting online tests and assessments to your candidates. Test Invite provides advanced solutions for companies willing to add online assessments and tests into their online recruitment processes.
Tips and cautions
Broaden the pool of candidates: Companies need to contact with both active and passive candidates to obtain the pool of the most qualified candidates. Active candidates are the ones who post their résumés on online job boards and passive candidates, who are more qualified and working elsewhere, form a larger and more appealing pool.
Experts recommend that one or more Human Resources personnel to be dedicated to do searching through the websites in which the possible candidates may be interested. For example, if you are looking to employ a Java programmer, you must consider the possible candidate to be at a young age who surfs on the internet intensely especially on sites that gives information about Java or technology news. Banner advertisements on these sites may be very helpful to recruit candidates who are not considering the option of leaving their current jobs and working for your company.
Focus on the best sources: Job posting on your company website or only on big recruitment websites is unlikely to find the right candidates quickly. Instead, targeting smaller sites specifically and the websites those focus on particular types of jobs will increase the possibility of finding qualified candidates in a shorter time. For example, you should look for websites that specify the job functions and location so that you can sharpen your research.
Set yourself apart: An employer must approach the recruiting process with marketing logic where the potential qualified recruits are considered as customers. And the first step of marketing is differentiation.
Some companies use Internet to differentiate themselves from other companies so that they can attract more candidates. One way to do this is to encourage potential applicants, who are living in other cities, by promoting the city or comparing costs of living. Some companies encourage applicants with fill-in-the-blank résumé form instead of more complicated writing and mailing résumé and cover letter. This allows the applicants to file on the spot and allows the companies to specify the information by inserting a field for technical, manufacturing, computer based skills and so forth.
Use recruiting software to avoid being drowned in data: Recruiters and HR personnel who are working for companies with developed recruiting software will have more time to post jobs, review online résumés and match up applicants with specific positions. Lack of an effective recruiting filtering machine will cause your personnel to deal with work that is more irrelevant.
Keep Web Hiring in Perspective
Although there are so many people posting résumés online, online postings are available to all companies regardless of the candidates’ qualifications and a small fraction of qualified candidates is within the search of a very big pool of the labor force. As more companies and individuals use Internet more efficiently, online recruiting will become more favorable in time but you must be aware that the best source for recruitment is referrals from your current employees.
Here is four-step approach to online recruiting.
Step 1: Attract candidates: As the choice of an applicant is based on the firm’s image, companies need to integrate their recruiting efforts with other marketing campaigns. You must build a noticeable brand by using a famous look in your recruiting and product ads, design your webpage to tempt your candidates and encourage your employees to raise awareness by sending e-mail job ads to their qualified friends.
Step 2: Sort applicants: The challenge of online recruiting is to make a selection from the huge number of résumés. Simple questions that doesn’t refer to the job mission such as; “Are you willing to relocate?” if the candidate lives in another city or “When could you start working?” will eliminate mismatches. While doing this, do not forget the antidiscrimination regulations and ask job related questions. Also, use online tests and games to provide yourself information about the applicants’ interests and abilities.
Step 3: Make contact: Online recruiting process operates much faster than traditional recruiting process and recruiters must adapt to pace. To do this; you can connect a ‘live’ person with desirable applicant, get your recruiters to think and act like entrepreneurs and give line managers a bigger voice in hiring.
Step 4: Close the deal: After you made your contact with the applicants through internet, you need to continue with old fashioned, person-to-person method to get to know potential hires and acquaint them with the organization.
In this stage, recruiters need to decrease the time spending on web and give more hours to build personal relationships with qualified candidates or while one group of recruiters continues to find qualified people on internet, the other group concentrates on offline interactions.