HR practices have evolved and taken advantage of the growth of the internet and social networks to recruit new profiles. We then speak of online job hiring or digital recruitment. What are the advantages of this new method of recruiting for companies and why should they all start recruiting on the internet?
Better targeted candidates thanks to sourcing
With digitization, recruiters can seek new profiles through multi-channel sourcing. Between social networks, job posting sites, and recruitment software, human resources professionals have a wide choice to find the rare pearl. Above all, they can target all kinds of candidates according to their skills or their experience, in particular thanks to the digital preselection tools that exist. This system also makes it possible to canvass passive candidates - candidates who are not necessarily looking for a new job but who may be interested in the offer.
The constitution of a CV bank
Each time a job offer is published on the company's website, there may be many applications. If recruiters have preferred one candidate over another, nothing prevents them from keeping CVs in a CV bank (subject to respecting the constraints imposed by the GDPR). Later, when a new position opens, HR services will only have to take these CVs and recontact the candidates.
A significant time saving
Another advantage of e-recruitment: time savings. It only takes a few minutes to post a job offer online and just as many to receive the first applications. In addition, with professional social networks like LinkedIn, or unified career, HR departments now have a pool of potential candidates available. So all they have to do is contact the people of interest and talk to them directly about the job offer. Recruitment can therefore be accelerated and the publication of an advertisement is no longer necessarily compulsory.
Recruiting on the internet: a financial advantage for companies
Who says saving time necessarily means saving money. No more mail costs are involved and posting a job advertisement on the company site is free - just like on most job sites. In addition, the costs associated with processing applications are also reduced since many tasks can be automated.
A new form of interview
Another advantage of online recruitment, and the global digitization of the company: the different stages of recruitment are facilitated. It is no longer rare to carry out a videophone interview. To select candidates, it is also possible to have them take tests online. As a result, the candidate does not have to travel and the recruiter can, during this time, tackle another task.
What does e-recruitment change on the candidate's side?
If e-recruitment is beneficial for companies and their HR department, it is just as beneficial for candidates who can:
• Apply at any time and not wait until office hours to do so.
• Adapt their application according to the advertisement easily.
• Make direct contact with the company and its employees via the various social platforms in order to build up a professional network.
• Use these same platforms to get noticed by publishing relevant content likely to interest companies looking for specific profiles.
• Take advantage of the opinions of former colleagues on their social networks.
• Highlight their personality in a less formal way than on a classic CV.
• Stand out from the competition by offering a personalized CV online.