These E-Recruiting Tools Support You in the Search for New Talents

Demographic kebab, young generations that can no longer be picked up with job boards, and increased demands on corporate cultures make it clear to us that the shortage of skilled workers will not be solved with the previous recruiting approaches. To fill the numerous vacancies, recruiters must pull out their best tricks. But above all, they must rely on digitization to take recruiting processes to the next level. E-recruiting tools have already proven to be helpful - of which alone on OMR Reviews 70+ can be compared.

In this article we would like to introduce you to a handful of the best E-Recruiting-Softwares. But above all, we show you the advantages of digital recruiting, which methods there are and to what extent traditional recruiting still has a chance in the modern world of work.

E-Recruiting briefly explained

E-Recruiting uses all digital ways to get technical young talent. In addition to appropriate tools, this also includes creativity to choose ways that appeal to specific target groups. For example, you can pick up gaming and e-sport enthusiasts (of which there are very many in Gen Z) best in their world. This can be Discord or you can organize e-sport tournaments, like the large auditor PWC does. 08/15 postings in Social Media about your company are definitely not sufficient and do not correspond alone to modern recruiting.

Above all, e-recruiting is about using the advantages of digitization and becoming more efficient. With this, as a company, you can not only position yourself more attractively as an employer, but implement recruiting in the way candidates expect: quickly and transparently. In addition, you should understand to divide potential employees into different target groups. So job seekers are different to reach than employees willing to change (of which there are also many).

To establish corresponding workflows in your recruiting, you should use tools that cover the entire recruiting process, not just parts of it. The following parts should therefore be in your requirement paper if your company wants to focus on digital recruiting in the future:

• Automated capture of applicant data + database
• Electronic management of application documents
• Multiposting your job advertisements on LinkedIn, Indeed and Co.
• Integration of HR, management and specialist departments
• Fast communication with applicants
• Easy operation
• Implementation of video interviews
• Tapping into talentpools
• DSGVO compliance
• Stats and analysis features
• Implementation of various applicant preselections based on individual tests
• Automated workflows and terminations - so that you and the applicants can move efficiently

Also understand that recruiting does not necessarily stop when the applicants are hired. We don't mean thorough onboarding - which should be a matter of course - but keeping talents that your company has trained itself. It is very difficult these days to keep trainees and dual students after graduation. Leaning back and waiting for these to ask for a takeover contract is pretty 90s. Become active and keep your talents in your own ranks with tools like Talent2Go or rexx systems - in addition to the actual recruiting of external applicants.

Traditional vs. digital recruiting

Traditional recruiting, as we have known it for decades, includes job fairs, the Big Five of job boards, the employment agency, ads in daily newspapers and a applicant management, that waits for applications, less actively approaches potential personnel.

Today, however, recruiting is more like a football club: There are several people responsible for thinking about what the top team for the coming season might look like. They buy the players together by convincing them with good arguments to play for their club. The comparison shows that it is not only digitization that is responsible for e-recruiting becoming more relevant. The transformation from a labor market to a candidate market is the real reason for this. Employers can no longer afford to wait for applicants, but must actively search for staff and then have good arguments as to why they should sign an employment contract with them.

To meet this transformation, fast workflows, meeting applicants' requirements as well as digital ways are indispensable. No job branch is excluded if you look at demographic change more closely.

The benefits of e-recruiting

Here and there already mentioned, some advantages come together that make up e-recruiting:

• Absolute mapping of the entire recruiting process through digital workflows
• Time saving for all parties involved in recruiting
• Work relief through short 'routes of service'
• More transparency by allowing applicants and companies to always have insight into the status of the application process
• Fewer mistakes due to digital data processing
• More efficient compliance with the DSGVO (than with paper files)
• Automated workflows ensure quick responses to applications and scheduling of interviews
• Exploration of qualified portals for job advertisements via multiposting
• Increase in the quality of applicants based on AI-controlled preselection

E-Recruiting has hardly any disadvantages

Where there are advantages, there are always disadvantages without exception. However, in relation to e-recruiting, these are limited. One disadvantage of digital recruiting: The mass of applications will be much larger than the antiquated physical stacks in the HR department used to be. And as it used to be said: The mass is the majority of nobody. So you have to stand out!

We are also referring to the mass of job advertisements that are floating around the net. Both companies and applicants must come up with something to get noticed. This is where the creativity mentioned comes into play. 

Example? Then listen: Mr. Lawyer speaks to the Generation Z for Kaufland on TikTok, after which the doors are stormed for the supermarket chain in terms of application. Kaufland only recognized one thing: Address the applicants of tomorrow in their environment, in their language. Without e-recruiting software, however, this rush would not be manageable.

Another disadvantage can be noticeable in the reduction of personal commitment on the part of the recruiters. Specifically, this can mean that incorrectly adjusted automations filter out applicants who could actually fit well. One could also put it differently: Machines are not particularly good at seeing people individually. So better keep an eye on your e-recruiting.

The different methods for digital recruiting

As complex as the topic of e-recruiting is, it is made up of several methods. The question is not which method is relevant for your company, but how you implement all of them and which method should be the focus.

1. Comprehensive strategy – Never rely on partial e-recruiting solutions, but always think digitally about the entire process. Because if the gear doesn't run properly, you won't be able to expect a better result.
2. Implement employer branding – The first thing 99% of applicants notice is your branding. It's important what kind of work environment, what kind of team and which incentives you can expect if you get hired.
3. Let corporate influencers speak – To carry employer branding specifically outwards, employees need to explain the company. Because if employees are happy and talk about it on LinkedIn and Co., it's a thousand times more valuable than any print or social ad campaign.
4. Offer premiums – One thing that worked in the past and is still popular today. Offering premiums when employees recruit new employees, is practically the add-on to corporate influencers.
5. Building a talent pool – Building a pool of talented and young professionals can help you fill vacancies quickly - without having to start a recruiting process each time.
6. Convince in interviews – As a company, you have to convince applicants of yourself. The roles in the game have changed. Assume that applicants will have a few of these discussions and then decide where to go. So stand out!

Magic Recruiting-Tools: What softwares can be used for e-recruiting

As mentioned at the beginning, you can find over 70 E-Recruiting-Tools rated and ready for comparison with us on OMR Reviews. But we can also recommend the following 7 tools because they fit most companies - whether small, medium, large:

1. Personio: The star of the digital world of HR tools. Personio is trimmed for efficiency when it comes to workflows in the personnel department. A focus is on the automation of recruiting.
2. rexx systems: The Hamburg-based company rexx systems supports not only in terms of e-recruiting, but also takes care of talent management. So that you cannot lose your best employees at first.
3. Factorial: Also experienced in the e-recruiting game is Factorial. The Spanish answer to 'How do I find talents for my company?' is useful to strengthen your personnel with the help of applicant management, career pages and optimized processes.
4. JobShop: JobShop from talentsconnect supports you in playing the right content in order to make your job advertisements unmissable. In the cloud solution, everything revolves around interactive content and optimal career pages in order to quickly achieve recruiting goals.
5. BambooHR: To get hold of the best candidates for your applicant pool, you can use BambooHR. Using an “Applicant Tracking System”, you can organize employee recruitment as a team and get a comprehensive recruiting software at hand.
6. HeavenHR: The HeavenHR software is an all-rounder and, in addition to recruiting, takes care of personnel administration and payroll accounting. Three pillars of HR. With regard to e-recruiting, you can let off steam individually to implement the optimal processes for you.
7. Talent2Go: Talent2Go is honestly not directly aimed at recruiters. The aim of the software is to identify talents in training companies and to promote them specifically. This can reduce all your recruiting efforts, in that new professional staff comes from your own ranks.

With the comprehensive overview of e-recruiting tools quickly and transparently hire new talent. Source: Factorial

Conclusion

'Without e-recruiting, no future' could be the heading of this article. In hardly any company area is it more important to implement the digital transformation than in the procurement of new personnel. The young target group already lives in the digital world, has different requirements than previous generations and is waiting to be caught. The times of leaning back and waiting for applications is long over. Companies need to become active and where the desired candidates can be found.

In addition, creativity is a decisive keyword if you want to stand out in the crowd. Because all companies are now on the lookout!

To implement the digitization of recruiting, software solutions finally provide the guiding path. Workflows can be automated, the application process can be completely visualized and more transparency can generally be achieved overall. On OMR Reviews you will certainly find the right e-recruiting tool for your purposes.