What’s e-recruitment?

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E-recruitment focuses on the use of electronic means, primarily the Internet, to attract, screen, and hire subcontracted employees or freelancers. Tactics used in e-recruiting include simple systems such as placing an ad on a public job site asking applicants to email resumes. More advanced systems drive the entire process of selecting, evaluating, and hiring candidates through web-based applications. Prospective employees can upload resumes, take skills and aptitude assessments, and even complete human resources documentation from a remote location using e-recruiting tools.

All aspects of candidate management, from candidate search to new employee orientation, now have the ability to fit into an electronic recruitment system. Few employers, employment agencies and companies that specialize in recruiting job seekers can keep up with current staffing practices without implementing some form of electronic recruitment system, even if it is only a rudimentary system. In fact, many national companies now require applicants to complete an initial job application online, or at the very least submit a resume to an online database.

In the early days of e-recruiting, the concept simply meant using online resources to find candidates for various jobs. Job boards and resume databases allowed employers and employees to search, find and contact each other. Once contact was established, the other tasks involved in the hiring process were carried out through face-to-face interviews and other traditional methods. Today, e-recruiting consists of job boards, online advertising, web-based applications, talent communities, social recruiting efforts, and pre-employment assessment tools. In addition, software packages have been developed to allow recruiters and human resources personnel to accelerate the hiring process through automated database searches, autoresponders, and assessment tools built into web-based employment applications.

With the explosive growth of businesses that exist entirely online, the demands for e-recruiting tools have also grown. Companies have the ability to operate all aspects of the business using freelance contractors and employees working remotely. As such, these companies often lack the facilities or means to conduct traditional in-person interviews and other human resource tasks. For these companies, the use and availability of e-recruitment tools is invaluable. Candidates are directed to apply online, submit work samples or completed assessments and, upon selection, submit the necessary paperwork and tax reporting information required to commence work.

The primary benefit of electronic recruiting tools and electronic staffing systems is to reduce the cost associated with finding and hiring employees and independent contractors. Human resource personnel spend less time on the hiring process. The assessment tools incorporated into staffing systems allow for greater accuracy in judging the aptitude, personality type, work style and skills of each candidate, thus helping to reduce the rate of employee turnover.

Asset Smart.

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