The 6-Step Guide to E Recruitment

Did you know that it takes a company 42 days on average to fill a position? About 76% percent of hiring managers revealed that attracting the right candidates is the greatest challenge in their line of work. And if you end up with a bad hire, it can cost them as much as $15,000 each. [1] As competitive as the Talent Acquisition landscape goes, this sounds daunting, doesn’t it? This is why most companies ditched the old-school TA approach and found a solution in e-recruitment. You can see the results almost instantly as email is ranked the most used and most effective channel to reach candidates.

In this article, we’ll dive deep into e-recruitment, see how it differs from the traditional approach, explore e-recruitment tools that can help you up your game, and take a look at simple steps to master e-recruitment. Let’s get right to it.

Differences Between Regular Recruitment & E Recruitment

E-recruitment, also known as online recruitment, is the process of leveraging technology, particularly the Internet, to attract, assess, and hire candidates for jobs. It encompasses a range of tools and platforms, including job boards, recruitment websites, career sites, online testing, and applicant tracking systems.

The new approach brought forth changes to traditional recruitment. Let’s see how e-recruitment differs from old-school hiring and what benefits it offers.

1. Reducing Hiring Delays: E-recruitment eliminates the waiting time associated with traditional methods like mailed resumes and manual sorting. Instant application processing ensures faster hiring.
2. Overcoming Geographical Constraints: Unlike local newspaper ads or campus placements, e-recruitment transcends borders. It allows access to a diverse global talent pool.
3. Cutting Costs: E-recruitment slashes expenses related to printing, mailing, and traditional media advertising. Online platforms offer cost-effective ways to reach potential candidates.
4. Data-Driven Decision-Making: By collecting and analyzing applicant data, e-recruitment enables informed decisions, reducing reliance on intuition during hiring.
5. Enhancing Candidate Convenience: E-recruitment lets candidates apply from anywhere, anytime. This convenience improves their experience and encourages more applications.
6. Efficient Communication: Email and electronic channels facilitate swift and reliable communication with candidates, ensuring timely updates and engagement.

E Recruitment Software

1. Manatal

Manatal is an Applicant Tracking System that stands out for its intuitive interface, advanced automation abilities, and AI functions. This cloud-based recruitment platform is designed to streamline the recruitment process, saving time and effort for HR professionals at a low cost.

Key features:

• Job posting across multiple channels in one click
• Automated resume parsing
• Automated email notification to candidates at each stage
• AI-powered candidate matching
• Customizable recruitment pipelines

Price: Starts at $15 per user/ month

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2. HiPeople

A software that is known for reference checking and talent assessment, HiPeople comes with an automated workflow and can be integrated with ATS and other software.

Key Features:

• Generate customized and relevant questions for each reference based on the candidate’s role, skills, and experience.
• Offer insights and ratings on the candidate’s strengths, and weaknesses, as well as fit for the role and the company culture.
• Provide comprehensive and branded reports on candidate’s performance and potential

Pricing: Starts at $310 per month

3. CallMantra

CallMantra is a cloud-based calling and texting software designed to help recruiters and hiring managers connect with more candidates and make more placements with the phone system.‍

Key Features:

• Ability to display your business name, logo, verified badge, and the reason for calling on a candidate’s phone screen.
• Can call hundreds of candidates per hour. Once the contact list is uploaded, it can automatically dial the number for you
• Make calls and send text messages to candidates directly from job boards via its Chrome extension
• Personalized voicemail messages to candidates

Pricing: Starts at $23 per user/ month

6 Steps to Master E Recruitment

1. Job Ads

Back in the day, recruiters had to publish openings in the classified section of newspapers across the country. Those days are gone. Once you’ve got job descriptions and job advertisements ready to go, push them out through job boards like Indeed, Monster, or Flexjobs to attract candidates. You can use a tool like ATS to eliminate the time-consuming manual tasks and push out your job vacancies across multiple sites in one go.

2. Candidate Sourcing

Now that you have a number of applicants coming in, it’s time to source the candidates. use recruitment software to manage those resumes. Parse candidates’ information into one database, so it can be easy for you to manage your talent. Then develop a strong talent pool by keeping track of a candidate's progress at different stages. Create a custom pipeline and monitor where they are.

3. Screening

The next step is to weed out the candidates who are not relevant to the jobs and find the ones who meet the requirements. Leverage an ATS that comes with a candidate scanning feature to analyze different aspects of the candidate's application by matching and cross-checking specific criteria across databases. Set up criteria to score candidates based on the specific parameters that you’ve set.

4. Assessments

Depending on the industry you’re recruiting for, you might need to establish some assessment for the potential candidate. Assessments are often carried out in the tech recruitment space, especially when candidates need certain skill sets such as coding, programming languages, technical writing, and data analysis. In e-recruitment, the evaluation of a potential candidate can be done through a tool. So, use an assessment tool like Codility, to send tests to candidates, for tech roles, for example, and make a decision based on the test results.

‍5. The Interview Process

Interviews have always been part of the recruiting process, regardless of whether it’s a traditional e-recruitment approach. The difference is you have a tool to help you make things easier. So, carry out the interview process through platforms like Zoom, Google Meet, or video interface. You can also leverage an ATS that comes with a scheduling feature to manage your interviews and make sure of no overlapping appointments.

6. Onboarding

Now, it’s time to wrap things up nicely. If we look back at the past, old-school onboarding is a process that requires a lot of time and focus. And given that you had to do many tasks at once, there’s a chance that you might leave candidates hanging. They might end up having a bad experience and leave the company, eventually. With e-recruitment, you can complete the recruitment pipeline by using an onboarding tool. Software like ATS or onboarding software can help you monitor your candidates and engage with them while they’re adapting to the new environment.

Conclusion

In an era where speed and efficiency are paramount, e-recruitment stands as a beacon for progressive hiring practices. Embracing e-recruitment is not just a trend, it is a way to rise up in the current competitive talent market. By embracing the innovative tools and techniques of e-recruitment, you can reach out to a wider talent pool, save cost, and streamline your process. By looking through the recruitment software and being inspired by the steps we’ve shown you, it's likely that you’ll be staying ahead of the curve while attracting and securing the best candidates swiftly.‍

Citations:

1. LinkedIn