What is online recruitment and what are its benefits?

1. What is online recruitment?

In HR terminology, recruitment refers to the process of acquiring employees. Online recruitment transfers all activities to acquire suitable candidates to the virtual space. In other words, instead of meeting the candidate in a predetermined location and time, such as an office, we meet online using remote communication applications.

This is no new solution, as remote recruitment can also include attempts to acquire candidates through the mail, a popular practice in the 19th century. The technological leap that enabled a completely remote recruitment process can be attributed to the emergence of applications such as Skype (2003), which allowed synchronous video calls between users.

Remote recruitment has become an effective method of acquiring employees in the era of the Covid-19 pandemic, enabling many companies to pursue their HR policies and continue their development, regardless of the challenges and restrictions that have arisen.

    2. Differences between online recruitment and traditional recruitment

Remote and traditional recruitment primarily differ in the absence of the physical presence of the recruiter and the candidate in the same location and time. The overall process is very similar, but the main differences include:

• Clear communication in the job advertisement that the recruitment will be conducted remotely – candidates should receive clear information about how the meetings will be conducted, including the specific software or tools used for video interviews.
• The possibility of assigning a real-time test task using remote work tools – if we want candidates to demonstrate specific skills, in addition to the prepared recruitment task, we can assign them additional tasks during the video interview, utilizing cloud-based spreadsheets, graphic programs, presentations, text editors, and other relevant tools.

These adaptations ensure a smooth remote recruitment process and allow candidates to understand the expectations and requirements of the assessment methods for hiring.

     3. Benefits of online recruitment

Online recruitment offers several benefits for employers in optimizing the recruitment process. It allows them to:

1. Flexibly schedule subsequent meetings, enabling them to reach a larger pool of candidates and avoid time gaps between interviews.
2. Recruit candidates from a wider geographic area or outside the country without incurring travel costs. This benefits company hiring highly specialized professionals who may require candidates from specific regions.
3. Assess candidates’ skills in real time by assigning tasks using cloud-based applications. This can involve performing calculations in a remote spreadsheet or creating graphics using graphic design software.
4. Record the interview (with the candidate’s consent) and review it at a later time. While it is possible to do this in traditional interviews, it often requires more advanced equipment. Most video conferencing tools have built-in recording features, making it easier to analyze interviews retrospectively.
5. These advantages make online recruitment an efficient and cost-effective solution for employers, allowing them to streamline their hiring processes and access a larger talent pool.

On the other hand, candidates also benefit from online recruitment as they:

• Can manage their time more effectively and participate in a greater number of interviews in a day.
• Feel more at ease and have more time to prepare for the interview, as they can attend from a comfortable and familiar environment.
• Do not incur travel costs, saving them time and money.
• Have the opportunity to apply to companies outside their residence, potentially securing better-paying or more prestigious positions.
• Have a chance to present themselves in a better light and avoid unforeseen mishaps that may occur during in-person meetings, such as getting splashed or dirty. As it is widely known, such things always happen on the most important days of our lives.

    4. How to conduct online recruitment in your company

If your company is transitioning to online recruitment, here are some tips to effectively and efficiently attract candidates:

• The job advertisement indicates that the recruitment process will be conducted online. This will immediately filter out candidates who prefer traditional methods, avoiding misunderstandings and negative feedback from uninformed candidates.
• Once you have selected candidates for further consideration, reach out to them and inform them about the next steps. Provide clear instructions on how they should prepare for subsequent interviews and which tools they will need to use for the recruitment tasks and during the interview.
• Utilize free tools that do not require candidates to register or install software. This ensures a smoother process and reduces barriers for candidates.
• Keep in mind that the internet connection quality can impact the execution of tasks. If you observe a candidate’s work in a particular tool, there may be a delayed image. Therefore, do not judge the candidate based on the pace of work but rather evaluate the final result.
• Ensure a high-quality conversation by minimizing background noise and eliminating distracting factors. Candidates deserve the same respect and comfort as if they were attending an interview at your office.

Utilizing an Applicant Tracking System (ATS) can greatly benefit your recruitment process. If your company already has a human resource management system in place, you may be able to purchase an ATS from the software provider. If not, consider investing in an independent ATS tool. An ATS helps automate the recruitment process and enhances its efficiency. It offers various features, including:

• Planning and publishing job advertisements on selected portals.
• Designing candidate communication through the use of email templates, creating a correspondence schedule, and sending autoresponders.
• Designing and conducting screening tests.
• Creating a database of candidate information, including documents and correspondence associated with each candidate.
• Reviewing and filtering candidate CVs based on specific criteria.
• Evaluating candidates through analysis and reporting.
• Provide feedback to candidates, regardless of whether they are hired or not. It is a step often overlooked in traditional recruitment processes, but one that should be avoided.
• Ask candidates for feedback on the process. They may point out any mistakes or unnecessary complications they encountered during the recruitment process. If you receive positive feedback, use it as social proof in future recruitments, demonstrating the validity of your process.

    5. Summary

If you’re looking for employees with specific skills for specialized positions, consider implementing remote recruitment in your company. It will provide you with access to a broader pool of candidates. If you frequently recruit employees, it’s worth considering automating the process using an ATS system, saving you time and resources.

Remote recruitment is a convenient and efficient process for both employers and candidates. It enhances the experience for both parties, reduces candidate stress, increases the safety of the interview process, and speeds up the recruiter’s actions. By recruiting remotely, you can build your brand as a modern employer. Good luck!