- Chase & Edler
The advantages of Online recruitment
Like many industries, 2020 forced recruiters to reconsider how they traditionally work. With COVID-19, we witnessed an en masse migration of systems and processes online. Soon enough, work-from-home became business as usual for most white-collared industries.
Unsurprisingly, talent acquisition needed to keep pace as a result. Gone were the days when recruiters could shortlist candidates based on requirements and call people in for interviews. The pandemic forced HR departments to rethink traditional recruitment methods.
The solution was advanced technology and a new world of virtual hiring.
How does online recruitment work?
Just as collaboration across teams needn’t be face to face all the time, online hiring takes place virtually. Thanks to tech, you can now hire candidates on a completely remote basis.
All aspects of recruitment - sourcing, pre-screening, interviewing, and onboarding new employees – happen remotely. Remote tools have made it possible to replicate most traditional hiring practices, albeit online.
For instance, communication apps and email have replaced in-person coordination. Virtual meeting software facilitates seamless face-to-face meetings. Even onboarding processes can be completed digitally with e-signatures.
In addition, CRM (client relationship management systems) and ATS (applicant tracking systems) technologies make it easy to coordinate processes, sometimes on a global scale.
Advantages of online recruitment:
Recruiters can have quick chats with candidates without meeting face to face. Online interactions make evaluations quicker.
Expansion of talent pool
With virtual hiring, recruiters can widen the talent search to different cities and even countries. A wider talent pool gives organizations a competitive edge. What’s more, it helps mitigate skill gaps that may be prevalent in localized regions.
It’s easy to implement skill-based or technical assessments online. Through online pre-screening tests, recruiters can quickly identify the right person for the job.
Excellent communication skills are imperative to succeed in a remote world. Recruitment isn’t an exception. The emphasis on clear communication can make recruitment much more streamlined and efficient.
With the help of E-signatures, companies can send offer letters online to new employees. Organizations are also discovering creative tech-enabled ways to conduct training sessions and welcome new employees. Apps like Slack help to make virtual onboarding more fun and less alienating.
A larger talent pool also means expanding the search beyond traditional job boards. Organizations can advertise on multiple platforms to attract the most talented candidates. The search can encompass remote-specific platforms, social media, or online communities based anywhere in the world.
Wading through hundreds of applications
Your job posting will receive responses from anybody in the world. Imagine going through hundreds of applications - many won’t cut. Hiring managers must create detailed, specific job postings to avoid being inundated by unwanted applications.
Not all candidates may have access to great internet speeds to fill out an online application. A lot of people still prefer sending CVs. There’s always the possibility of missing out on qualified candidates because of these reasons.
Technology can achieve many things, but few things can replicate the energy of an in-person meeting. Online recruiting relies on emails, phone chats, or video calls. Based on who’s doing the interviewing, it can come off as impersonal. Assessing culture fit is particularly challenging online – for both HR reps and candidates.
Remote work is here to stay, and so is remote hiring. HR professionals must look beyond recruitment towards building systems that support a fantastic remote work culture.