E-Recruiting in Human Resources

E-Recruiting in Human Resources

Application processes should be as simple as possible in order to quickly get in touch with top candidates. For companies and HR consultancies, this means relying on modern strategies such as e-recruiting in order to spread open job positions in the networks and reach the right people. Find out here why a simple application process is so important and how you can set up your applicant management system for the future.

What is e-recruiting? A definition

Roughly speaking, e-recruiting stands for the digitalization of the entire application management process, so that it is available digitally and can be managed clearly using suitable recruiting software. The two core elements of e-recruiting include:

  • Publishing job openings

Via e-recruiting, job postings are specifically stored in online databases so that job portals can access the information and display it in their results. This way, companies benefit from a wider distribution of their openings than is possible by simply publishing them in the daily newspaper.

  • Search for suitable candidates

The search for suitable candidates leads companies to the Internet.

In addition to job portals such as XING and LinkedIn and Indeed, social media platforms such as Facebook, Instagram and the like are also a possibility when it comes to addressing and reaching the right specialists and executives. The active sourcing approach in particular is being used more and more often.

Large and promising data pools emerge with software that is tailored to the requirements and needs of recruiting agencies. It is important to exploit this potential in order to align your own recruiting in a modern way. For example, recruiting software with functions such as CV parsing helps to filter applications received according to the required criteria and to make an automatic pre-selection.

Reading tip: CV parsing in the application process - automatic CV analysis saves time and money..

Digitization of HR processes: How e-recruiting works

E-recruiting affects all steps of the recruiting process, from posting open positions to reviewing applications and signing contracts. Powerful software is an advantage for an efficient workflow.

  • Publish and manage job postings

Those who publish job postings online have various options for doing so. The most obvious, of course, is to publish a job posting on the company’s own website, with all the relevant information and in the company’s corporate identity (CI). If there are any changes to the content of the job posting, it should be corrected in a timely manner in all publications.

  • Make the application process as simple as possible

The next step is for applicants to submit their applications either via e-mail or an application system set up for this purpose. The simpler and easier the process is to understand, the greater the chance that applicants will fully upload their documents.

Tip: Recruiting agencies can use mailing campaigns on behalf of their clients to target candidates from their talent pool who are suitable for the open position.

  • Selecting applicants and establishing contact

In order to be able to make a structured selection of applicants according to personal and professional criteria, their data must be managed in a central system. This guarantees a good overview and comparability. Once the right applicants have been selected, the next step is to contact them. This can also be done via the recruiting software, as it allows individual contact details to be called up quickly.

  • Arrange and conduct interviews

The invitations to a first meeting can be conveniently sent and managed via recruiting software. This is particularly practical if a company has several vacancies to fill and the recruiters are in contact with several people. In the early rounds, interviews can also take place online. This is often the case if the potential candidates live far away or are very busy at work. This way of getting to know each other also benefits the company, as the time available for the appointment is used to a full extent.

Tip: You can find out more about what applicants expect from modern recruiting and how you can implement them here: 5 tips for modern and efficient recruiting management.

  • Tracking and analyzing activities

When is the right time for recruiters to talk to their clients about the selected candidates? This is easily determined when recruiting agencies use activity tracking. This way, they can see exactly when the client opens the email with the suggested profiles and get an overview.

  • Regulating legal matters: Conclusion of contract etc.

A digital personnel file is created for applicants via the application management system. If a company decides in favor of a person, an employment contract will then be created and stored directly via the software. Due to the digitalized form, HR consultants instantly have the documents at hand in case changes or additions need to be made. Digital data from applications can also be transferred to the personnel file with just a few clicks.

Advantages of e-recruiting

The digitization of processes plays a major role if companies want to remain competitive. With modern technology, they ensure that they receive fast results and increase their quality - especially when searching for specialists and executives, this edge can be decisive. However, digitalization in recruiting has even more advantages to offer:

  • Error reduction

Errors usually occur when data is entered and transferred manually - with digitization, this step is done with just a few clicks reducing the error rate.

  • Gain in transparancy

The status quo of an application process can be tracked at any time using recruiting software - the next steps are prepared in advance.

  • Increase in quality and quantity

With less time spent and having a suitable pre-selection of applications, recruiting agencies and companies have much more time to deal with candidates in detail.

  • Save costs and increase effiency

E-Recruiting enables faster and easier processes through automation, which leads to lower costs. Capacities can be used more efficiently and contribute more to the company’s success.

Who is e-recruiting suitable for?

Digitization affects all industries. Applications by mail are the exception rather than the rule these days. Companies want to find the right employees as quickly as possible instead of having to deal with cumbersome application processes for an unnecessarily long time. In addition, applicants today often expect digital options, as these allow them draw conclusions about whether the company is digitally and modernly oriented. Therefore, e-recruiting in the HR industry is an integral part of the corporate strategy in order to remain competitive in the market and to find potential candidates.

Reading tip: More and more companies are turning to freelancers to help them with their projects. In the article “Erfolgreiches Freelancermanagement – Übersichtliche Abwicklung von Verträgen und Co”, you will find helpful tips on how to organize cooperation.

Conclusion: Successfully mastering challenges with e-recruiting and the right software 

The switch to e-recruiting pays off: With faster processes, transparent traceability and simple processing of application management, employees in the recruiting area are significantly relieved. Processes can be easily mapped with the right software for the recruiting area so that better results are achieved in less time.