Find the best talent faster with e-recruiting

1. Definition: What is E-Recruiting?
2. How does E-Recruiting work?
3. Advantages and Disadvantages of E-Recruiting
4. E-Recruiting and Social Media: Why It’s Essential
5. Supporting E-Recruiting with the Right Software
6. E-Recruiting Best Practices for an Optimal Strategy
7. Conclusion: E-Recruiting is Indispensable in the 21st Century

In an increasingly digital working world, recruiting is also fundamentally changing. Traditional job postings in newspapers or lengthy application processes via email are generally a thing of the past. Instead, more and more companies are turning to e-recruiting to find the best talent more efficiently. From automated job posting across multiple channels to digital application management, e-recruiting helps HR teams streamline the entire recruiting process.

You can find out how this works and what advantages e-recruiting offers your company here.

Definition: What is E-Recruiting?

E-recruiting, also known as online recruiting, involves the complete digitization of the recruitment process through suitable tools. Everything from job advertisements on various platforms to communication with applicants and internal stakeholders is handled online—unlike traditional recruiting, which might have included job ads in print magazines or receiving applications by mail. This means that HR software not only helps find suitable candidates but also makes the entire application and hiring process more efficient, with a clear focus on effective online strategies.

In times of talent shortages, globalization, and demographic shifts, e-recruiting has become essential. It enables companies to access suitable talents more quickly and precisely.

How does E-Recruiting work?

E-recruiting simplifies and accelerates applicant management. It starts with publishing job advertisements across various channels, such as job portals or social media platforms like LinkedIn. This "multiposting" increases the reach of your ad, allowing you to quickly and efficiently target your audience. Applications are received via digital forms, allowing you to gather all relevant information for the role and company. This standardization helps compare candidates and make an initial selection. Applicant management software then automatically transfers this data into digital candidate files, eliminating the need to manage complex spreadsheets.

After applications are received, companies respond accordingly, whether with a rejection, an invitation for an interview, or a request for further information. Interview dates are scheduled with colleagues and invitations are sent out—also part of e-recruiting.

Central tasks in e-recruiting include:

• Managing the career page
• Setting up online job ads, including multiposting
• Active sourcing (actively reaching out to potential candidates on platforms like LinkedIn and Xing)
• Automated capture and evaluation of online applications
• Communication with applicants and colleagues involved in hiring

The right digital tools make these steps significantly easier and faster, not only simplifying your work but also enhancing the candidate experience.

You can find out how this works and what advantages e-recruiting offers your company here. Image: onapply

Advantages and Disadvantages of E-Recruiting

Faster processes, seamless communication, and a complete overview—e-recruiting offers many advantages for companies and applicants alike. However, there are also some challenges to be aware of:

Advantages:

• Time savings and efficiency through automated processes
• Cost savings with a lower cost-per-hire
• Increased reach through multi-channel job ad posting
• Quick communication, real-time updates, and shorter decision-making paths
• Improved employer branding through positive candidate journeys
• Easy measurability and optimization of activities

Disadvantages:

• Initial effort in implementing new systems
• Rising expectations for faster feedback and process speeds
• Costs associated with software solutions

However, companies must reach potential applicants, which can be costly with newspaper ads or out-of-home campaigns. Digital channels are often more cost-effective. However, depending on the target audience and requirements, a healthy mix of digital and analog recruiting may yield the best results.

E-Recruiting and Social Media: Why It’s Essential

E-recruiting starts with creating compelling job ads on various digital platforms, ensuring that as many potential applicants as possible learn about your open positions. In addition to job portals and the company career page, social media plays an increasingly important role. Platforms like LinkedIn and Xing, as well as Instagram and TikTok, have become indispensable in modern recruiting.

Using social media, you can:

• Reach large audiences and specifically target groups: Platforms like LinkedIn and Instagram help you reach millions of active users and target your open roles to relevant audiences.
• Improve efficiency and reduce costs: Compared to traditional methods, social media recruiting is often cheaper and faster.
• Build your employer brand: Social media offers a platform to present your company as an attractive employer by sharing insights into the work environment, company values, and employee stories.
• Reach passive candidates: Social media allows you to engage people who are not actively looking for jobs but might be interested in your company through engaging posts or ads.
• Measure success and optimize: Social media recruiting enables you to measure and analyze your activities in detail, allowing continuous improvement and data-driven decisions.

Supporting E-Recruiting with the Right Software

If you want to conduct profitable e-recruiting and take advantage of its numerous benefits, you cannot do without appropriate HR software. It supports you in every step of the e-recruiting process and helps you keep track of your applicants and all important tasks.

To choose the right software, you should first create a list of requirements and carefully consider the needs of your company: What is essential for your HR department? Where should software relieve your HR team?

An e-recruiting software should include, among other things:

• Comprehensive reach and integration with job boards: You should be able to post job ads on various platforms to achieve maximum reach. Integration with different job boards is essential here.
• Efficient applicant management: The software should support the entire application process from data capture to hiring and make it efficient through features such as filters, scoring models, and keyword searches.
• User-friendly interface: An intuitive and easy-to-understand interface is crucial to allow your team to quickly adapt to the new tool.
• Team and communication features: A good e-recruiting software should support collaboration within the company through user roles and facilitate the exchange of feedback.
• Data protection and security standards: Especially in recruiting, it is essential to comply with data protection regulations, such as the GDPR. The software should ensure secure data processing to protect applicants' privacy.
• Transparent pricing and reliable support: Clear and transparent pricing without hidden costs gives you a better understanding of the investment. In addition, competent customer support should be available to help with questions or issues quickly.

An applicant management software that meets these and other e-recruiting requirements is onapply. The complete solution covers all steps from job ad creation to onboarding. onapply offers:

• Integration with more than 400 job boards and platforms such as Stepstone, Indeed, Xing, and LinkedIn.
• Creation of multimedia and multilingual job ads that are automatically optimized for various devices and international talent.
• Integrated applicant management on a central platform for managing all applications. With features like knockout criteria, tagging, and a scoring model, you can quickly identify top candidates and efficiently manage the application process.
• Customizable designs to ensure job postings reflect your company's branding.
• The ability to build a talent pool where you can save promising candidates for future positions.
• Extensive analysis and reporting functions to measure the performance of your job ads and the entire recruiting process—from application numbers to process duration and job board performance.

onapply auf OMR Reviews

The server in Germany and GDPR-compliant data processing ensure that your e-recruiting runs legally. Captchas prevent spam applications, and 256-AES encryption protects users' privacy. To lighten the load in the recruiting process, onapply automates many administrative tasks, such as sending confirmation emails, detecting duplicate applications, or catching incorrect email addresses.

With onapply, you can keep an eye on all applicants. Image: onapply

E-Recruiting Best Practices for an Optimal Strategy

If you want to fill open positions, you need an optimal e-recruiting strategy along with suitable tools. The most important step is to know whom you're looking for and where you can potentially find them. Start with a target group analysis to identify the right channels and messages. Only with a clear understanding of your target group can you strategically place job ads to attract the best talent.

Furthermore, having clear goals is essential. A successful e-recruiting strategy relies on goal-setting and a structured plan. Whether you want to increase the number of applicants, strengthen employer branding, or speed up the hiring process, define the desired outcomes and develop corresponding measures. This helps you stay focused and use resources efficiently.

Finally, continuous optimization is crucial. E-recruiting is a dynamic process. To succeed long-term, you should regularly optimize job postings, communication methods, and recruiting tools. Continuous performance analysis with applicant management platforms like onapply shows you which job boards and channels deliver the best results. Adjust your ads regularly to effectively reach your target audience and continuously improve the application process.

Conclusion: E-Recruiting is Indispensable in the 21st Century

In a digitalized world, e-recruiting is key to efficiently and purposefully finding the best talent for your company. With automated processes, broad reach, and an improved candidate experience, this form of recruiting offers numerous advantages over traditional methods. To fully realize the potential of e-recruiting, you need a well-thought-out strategy and the right tools. Platforms like onapply help you keep track of applicants, quickly optimize campaigns with deep insights from analysis, and elevate your recruiting process to a new level.