The 7 Best Practices for E-recruitment Post-COVID

There is no question that COVID ushered us into the modern era of e-recruitment in its many forms. Since the pandemic began, a majority of organizations have adopted some form of web-based recruitment strategy that’s focused on sourcing candidates via the internet.  

E-recruitment can best be defined as any recruitment strategy that relies on the internet and/or web-based software to recruit, screen, and onboard new employees.  Since being so widely adopted, e-recruitment practices continue to yield excellent candidate sourcing results, and 70% of modern organizations believe that e-recruitment is the future of modern recruiting. 

Based on our own research, we’ve discovered that the following seven e-recruitment strategies are the most effective in helping organizations get noticed in a highly competitive, post-COVID job market and can produce excellent candidate sourcing results if applied properly.

1. Build a Brand

When we say an organization’s “brand,” we essentially mean how that organization is perceived by others online, and it’s never been so important to your candidate sourcing efforts.  An organization’s brand should give prospective job seekers an idea of what kind of culture they’ll be working in should they decide to apply and what the relationships they’ll build with their colleagues will mean to them, both professionally and personally.

Why is brand building so important in today’s job market?  Because approximately 90% of today’s job seekers are researching companies online before deciding where to apply.

Establishing a positive brand for your organization is one of the most powerful e-recruitment strategies that you can adopt to successfully overcome the challenges of our job market, and it plays a key role in helping your organization promote a positive image to prospective employees online and on social media outlets.

Brand building for e-recruitment means taking a gentler, more personal approach than, say, traditional branding that attempts to create more revenue via online sales.  The way passive and active job seekers perceive your online brand has a direct connection to their decision to trust the information you’re posting online and whether they feel confident that joining your company will be a good decision for their careers.

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2. Get Active on Social Media | Make Your Own Employees Influencers

As branding becomes more widely adopted as an e-recruitment strategy, recruiters are increasingly turning to social media sites like FB, Instagram, and, of course, LinkedIn to generate candidate interest.  By using these social media sites to promote their organization’s culture, recruiters are having greater success building relationships and generating interest from potential job seekers before they even apply.

As more organizations take to social media to find talent, we’re learning that online audiences love video.  Videos have the power to grab the attention of the most talented job candidates, and videos often get shared!  Social media sites like YouTube and TikTok should be considered as a component of your e-recruitment and candidate sourcing strategies as these sites continue to attract swaths of new viewers.  

Also, you shouldn’t overlook your own employees in your e-recruitment strategies.  Get your employees involved and interested in promoting your brand on social media.  If you’re successful at creating “brand ambassadors” at your company, they can have enormous sway with passive and active job seekers in online communities.

Don’t build an employer brand without the resources to manage it.  Social media demands constant updates, and if you don’t have a strategy for the long-haul and if no one is assigned to post weekly updates, your social media efforts are likely to fail.  

An inactive brand on social media can levy huge damage to your organization’s online brand and reputation.

3. Commit to the Well-Being of Your Employees, and then Get the Word Out

Nearly 7 out of 10 men won’t work for an employer with a poor online reputation (the number is even higher for women)!  In today’s job market, candidates have the option of being very selective in considering where they’re going to take the next steps in their careers.  Making things even more challenging for recruiters are the new preferences (or demands) that job seekers have today.  For example, millennials are expected to make up the majority of our workforce (75%) by 2025, and they’ve made their preferences known to the market.   

Millennials are a demographic of the workforce that prizes work-life balance and meaningful work very highly, and they love to work for organizations that openly embrace hybrid work schedules that allow them to work wherever they prefer to work a few days each week.  

In this job market, an organization’s culture can be used as currency to attract and hire the market’s best and brightest.  If your organization is taking care of the well-being of its employees by ensuring they enjoy meaningful work and a work-life balance, that is information that you need to be promoting on social media.  

In our post-pandemic society, prioritizing the mental and physical well-being of your employees is something that people have come to expect from employers.  This isn’t just something that benefits employees. It can be beneficial for companies as well.  Be sure to take advantage of social media to get the word out that you take care of your own – it can be a very successful candidate sourcing strategy.

PODCAST: Click here to listen to Manatal’s All-In Recruitment episode 6 and find out how to strategize your recruitment to match the latest trend, such as e-recruitment.  

4. Establish a Deep Level of Engagement with Candidates

Candidate engagement is the key to creating a positive relationship between your organization and prospective employees.  Establishing a deep level of engagement with your job candidates means that you are making an effort to connect with them at every stage of recruitment, and it begins well before they formally apply.

Candidate engagement happens when you take advantage of every opportunity to interact with job seekers.  That includes emails, texts, phone conversations, and any interactions that take place on the social media platforms that your organization should be active on.  

As our society grows increasingly more digital, organizations are making remarkable leaps in the level of engagement they’re achieving with candidates by adopting modern innovations in HR technologies.  For example, modern applicant tracking systems (ATS) have grown incredibly robust in how they employ the use of artificial intelligence technologies that allow candidates to feel like they have more control over the interviewing and hiring processes.

In our modern job market, there are various avenues for candidates to report having gone through a less-than-positive application experience. When you are engaging with candidates during the recruitment period, there is a much greater chance of leaving them with a positive impression, and that can keep them interested in your organization.  

5. Focus on Passive Candidates

According to research, over two-thirds of all job candidates fall into what is referred to as the passive candidate category – that’s a lot of talent that your candidate sourcing strategies ought to be accounting for.  A passive job candidate is essentially a professional who is usually quite content in their current role and not actively searching for employment.  

However, what makes passive candidates so important to recruiters is that they’re often receptive to being approached about new opportunities, and they’re likely to pursue them if a recruiter can make the case that working for their organization will help them advance their career.

By adopting the e-recruitment practices we mentioned above, your organization can be much more effective in engaging with passive job seekers, especially on social media outlets.

Click here to learn how Manatal’s ATS can elevate your e-recruitment game. 

6. Invest in Modern HR Technologies | Applicant Tracking Systems (ATS) 

Modern HR technologies like cloud-based ATS systems are growing increasingly more vital to an organization’s talent acquisition success.  In fact, there is research to show that organizations choosing to invest in these HR software systems easily outperform those that don’t.  In our intensively competitive job market, the best e-recruitment strategies are often successful because there is a powerful ATS system at the heart of an organization’s recruitment activities.    

With a robust ATS system, organizations can rest easy knowing that all the moving parts of their recruitment, hiring, and onboarding activities are synched up within a single system.  

With an ATS system at the center of your recruitment efforts, your organization can achieve deeper levels of engagement with their candidates by allowing candidates to self-schedule their own interviews and get rapid answers to their questions by accessing AI-powered chatbots.

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7. Make Use of Powerful Metrics

Organizations that invest in modern HR technologies like an ATS system can collect a treasure trove of analytical information over time as applicants submit their applicant information.  As an organization recruits for its open roles, its ATS systems become filled with valuable insights and metrics that can be extracted and analyzed to fine-tune e-recruitment strategies to produce the best results.

Organizations need to take advantage of the metrics that are available to them to make intelligent, data-driven recruitment decisions to discover what e-recruitment methods are attracting the best candidates.  A few of the more important metrics that organizations are tracking to fine-tune their recruitment strategies include: 

  • Source to Hire
  • Quality of Hire
  • Cost per Hire

Of course, the best ATS systems offer swaths of other useful metrics to help organizations optimize their hiring processes, and that’s why HR technologies are a must for any organization that is serious about competing for talent in the modern job market.  

Click here to learn more about how to efficiently utilize Manatal and discover the right talent within a few clicks.


E-recruitment may have gained a significant amount of its popularity during the COVID pandemic as organizations were forced to adapt to the geographical challenges, but the level of success that can be achieved with the right e-recruitment practices means that these strategies will only play a greater role in the future of talent acquisition and recruiting.      

We’ve talked a lot about how e-recruitment practices are heavily augmented by HR technologies.  ATS systems, for example, can do much to support your candidate sourcing efforts, and they can dramatically enhance the candidate experience. 

If your organization is considering a modern ATS to accelerate your e-recruitment strategies, the best option is a cloud-based, customizable ATS that can be fitted to the nuances of your organization.  

Manatal is an industry leader responsible for the development of a robust and customizable ATS software system. Our platform offers organizations a wide array of tools and solutions to help organizations maximize the results of their e-recruitment strategies amidst what has become a very volatile job market.  

If your organization would like to know more, you can take advantage of the 14-day free trial that Manatal is currently offering. Trusted by over 10,000 organizations across 130 countries Manatal has built a reputation for being one of the top choices for companies of any size hoping to maximize the effectiveness of its e-recruitment practices.

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