If you want to recruit successfully, you cannot ignore the “E”. E-Recruiting (electronic recruiting) is the keyword in personnel recruitment nowadays, in which the entire application process is stored on digital channels. We show you the possibilities and potential which E-recruiting can provide when you are searching for personnel.
E-Recruiting, which is also known as online recruiting, electronic recruiting or digital recruiting encompasses the process of personnel recruitment, whereby digital channels are used in a targeted way to acquire qualified employees for vacancies. Unlike classic recruitment, companies use selected online tools and platforms to reach a bigger pool of suitable talents with E-Recruiting, whereby all of the application management takes place online.
As a rule, the E-Recruiting process begins with the publication of job ads on online job websites or your careers page. Applicants who have the basic qualifications for the position then send in their CVs and applications.
They either upload their data to your company’s own application portal, or send all of the documents by e-mail. The company then uses a variety of evaluation instruments to check the qualifications of the applicants and draw up a shortlist. These instruments can include online tests, video interviews and screenings based on artificial intelligence.
No time to look yourself, or would you like some professional support? Use the expertise of our recruitment agency and submit your vacancies.
The components and channels of the E-Recruiting process
Which sources are tapped by your target group? And how do these people look for exciting job ads? That's right. With precisely the media that they use every day – Smartphones, tablets and computers. Search engines such as Google and online websites are used for targeted job searching.
For you, this means: The entire recruiting process, from posting the job ad to applicant selection to communication with other departments within your company, must be adapted to the habits and needs of your target group and implemented digitally.
This is how to make optimum use of the potential of E-Recruiting for your company:
The most important port of call for your customers, and also for your applicants, is your company website. On the one hand, they can find out more about products and services on the website. On the other hand, you can also display your employer brand and tell specialists and managers about your corporate culture such as benefits, employee events and your values.
You should make the following information available on your website for future employees:
Insights into your range of products and services
Facts, figures and information about your company (company history, employee introductions, your vision and your philosophy)
Current job descriptions, including an application form
Clear description of the most important stages of your recruiting process
Contacts
Description of various development options and employee success stories
Encourage your applicants to directly upload application documents such as their CV, cover letter and references to your website using a form. Simplify the selection of qualified specialists and managers by only integrating a few must-enter fields in the form. This makes it easier for you to look through the applications and quickly filter out relevant applicants.
Our tip: Your vacancies must be findable online, contain all of the important information and provide the opportunity to apply, also for people who are on the move.
The most important port of call for your customers, and also for your applicants, is your company website. On the one hand, they can find out more about products and services on the website. On the other hand, you can also display your employer brand and tell specialists and managers about your corporate culture such as benefits, employee events and your values.
You should make the following information available on your website for future employees:
Insights into your range of products and services
Facts, figures and information about your company (company history, employee introductions, your vision and your philosophy)
Current job descriptions, including an application form
Clear description of the most important stages of your recruiting process
Contacts
Description of various development options and employee success stories
Encourage your applicants to directly upload application documents such as their CV, cover letter and references to your website using a form. Simplify the selection of qualified specialists and managers by only integrating a few must-enter fields in the form. This makes it easier for you to look through the applications and quickly filter out relevant applicants.
Our tip: Your vacancies must be findable online, contain all of the important information and provide the opportunity to apply, also for people who are on the move.
Do you want your job ads to reach more people and not only be found by your website visitors? You can also use the potential of well-known job websites and social media platforms. Upload the vacancies there and reach exactly the target group you’re aiming at. For example, you can define whether you are looking for future apprentices, graduates or personnel with years of professional experience. In this way, you will appeal to numerous users and increase the visibility of your vacancies and your employer brand.
Do you want your job ads to reach more people and not only be found by your website visitors? You can also use the potential of well-known job websites and social media platforms. Upload the vacancies there and reach exactly the target group you’re aiming at. For example, you can define whether you are looking for future apprentices, graduates or personnel with years of professional experience. In this way, you will appeal to numerous users and increase the visibility of your vacancies and your employer brand.
In some cases, social media and job websites merge into each other, and LinkedIn and Xing especially have become the ultimate career platforms. Unlike dedicated job websites, the focus is on personal interaction here. Applicants carry out their own Personal Branding, companies carry out Employer Branding, and HR specialists search for future specialists and managers by means of Active Sourcing and Social Media Recruiting.
Become active yourself, and contact suitable talents on career or business platforms such as XING or LinkedIn. The filtering and search functions of the platforms will help you to find the right people.
However, you can also think outside the box and use social media platforms such as Instagram, Facebook or even TikTok for your recruitment. Consider the following: The ideal place to touch base with your target group best is the location where they interact. The age of these persons plays a decisive role, as does the vacancy to be filled. Social Media Managers require a different form of address to top managers in the banking industry.
In some cases, social media and job websites merge into each other, and LinkedIn and Xing especially have become the ultimate career platforms. Unlike dedicated job websites, the focus is on personal interaction here. Applicants carry out their own Personal Branding, companies carry out Employer Branding, and HR specialists search for future specialists and managers by means of Active Sourcing and Social Media Recruiting.
Become active yourself, and contact suitable talents on career or business platforms such as XING or LinkedIn. The filtering and search functions of the platforms will help you to find the right people.
However, you can also think outside the box and use social media platforms such as Instagram, Facebook or even TikTok for your recruitment. Consider the following: The ideal place to touch base with your target group best is the location where they interact. The age of these persons plays a decisive role, as does the vacancy to be filled. Social Media Managers require a different form of address to top managers in the banking industry.
The requirements for your applicants change from position to position. Which qualifications are required? Which personal characteristics should the applicant have? Define the decisive criteria which are being looked for in the online form before choosing applicants. Special HR software will help you to quickly and automatically collect replies from applicants and filter out suitable candidates.
The requirements for your applicants change from position to position. Which qualifications are required? Which personal characteristics should the applicant have? Define the decisive criteria which are being looked for in the online form before choosing applicants. Special HR software will help you to quickly and automatically collect replies from applicants and filter out suitable candidates.
Who has spoken with whom? Which stage of the application process is a candidate in at the moment? What impression was given in the interview? Collect all information for communication during the recruiting process centrally in a software program. This makes your entire recruiting process more efficient and transparent.
Who has spoken with whom? Which stage of the application process is a candidate in at the moment? What impression was given in the interview? Collect all information for communication during the recruiting process centrally in a software program. This makes your entire recruiting process more efficient and transparent.
Some applicants will become your future employees. Automatically transfer information from digital applications into a digital personnel file during the E-Recruiting process – manual typing into Excel lists or other systems is no longer required. Use this data about your new colleagues to draw up contracts, complete the personnel file and store information for future personnel development.
Some applicants will become your future employees. Automatically transfer information from digital applications into a digital personnel file during the E-Recruiting process – manual typing into Excel lists or other systems is no longer required. Use this data about your new colleagues to draw up contracts, complete the personnel file and store information for future personnel development.
E-Recruiting has now become the main recruiting tool. But without a targeted recruiting strategy, even the best ideas come to nothing, and potential thereof remains untapped. But where should HR employees begin when setting up such a complex Recruiting Process? A long-term personnel recruitment strategy which is adapted to the company strategy and culture is required.
Talk to other departments to determine in advance:
Which positions do we want to fill now and in the near future?
Which technical and personal skills are required for this?
Which information do we need to provide in the job ad?
What does our application process look like in detail?
How can we make the application process completely clear and above all comprehensible for potential applicants?
Have the job ad and our company information been optimised for mobile applications?
On which channels do we wish to place the job ad?
How and when do we inform applicants of the current status of their application?
With the aid of electronic recruiting, you can design a recruiting process that is more systematic, efficient and affordable across all points of contact. You can simplify and speed up your company’s search for new employees, particularly because of the options provided by a clear applicant management system with an integrated database and automated processes.
E-Recruiting: Your advantages in digital recruitment
E-Recruiting can help companies to save time and money. Thanks to various tools and measures, it is possible to acquire numerous qualified applicants despite the skills shortage, who you can keep in a pool – providing you with a promising list of candidates in the event of staff shortages.
Another advantage of E-Recruiting is having an efficient and convenient online selection procedure. It can also contribute to minimising subconscious prejudices in candidate selection and getting to know the best person to fill your vacancy.
Above all, digital recruiting should improve the candidate experience, and the entire application process should be simplified and transparent for both (HR) staff and applicants.
There are also other advantages:
It significantly reduces the amount of work for your HR department
The quality of your recruiting can be quickly improved
You encourage applicants to apply by having a streamlined application process
Unusual applications such as video applications are brought to your attention more quickly
You react more quickly to incoming applications thanks to automatic pre-selection
Applicants immediately get to know your internal structures
You directly engage with applicants with a high degree of appreciation, which makes a direct contribution to your employer brand
With the aid of electronic recruiting, you can design a recruiting process that is more systematic, efficient and affordable across all points of contact. You can simplify and speed up your company’s search for new employees, particularly because of the options provided by a clear applicant management system with an integrated database and automated processes.
Disadvantages of E-Recruiting in your application process
Even though the possibilities of online recruiting may seem almost unlimited, there are still things which e-recruiting can’t replace. You should therefore pay attention to the following points:
Consider the fact that personal recommendations and your company reputation still decide whether formal and unsolicited contacting of potential candidates is successful or not.
Don’t waste (valuable) time unnecessarily. If you don’t interview your applicants quickly enough, you will lose a considerable amount of potential in your recruiting.
Don’t underestimate the complexity and quantity of collected data. Although processes are speeded up and simplified, the data still needs to be properly processed in order to create a decision-making basis.
Find your future employees with these E-Recruiting trends
The world is constantly changing. Even in E-Recruiting there are trends which you should pay attention to in order to be more successful in your recruitment.
This begins with gender-sensitive job descriptions, includes openness to unusual application formats such as videos, and goes as far as employer branding on new social media platforms such as TikTok. You will find your desired candidates more easily by keeping up to date at all times.
But modern technology is also used on a daily basis in E-Recruiting. Artificial intelligence such as chatbots or analysis tools can be the first point of communication with applicants or differentiate between suitable or unsuitable applications. In the future it is certainly possible that qualified applicants will be filtered out exclusively by software or an algorithm, and that HR employees will check these decisions.
Gamification, or the creation of gaming elements in the application process, is first and foremost fun for your applicants. On the other hand, you as a company can also easily discover hidden hard or soft skills or personality traits of your candidates. You can simultaneously report on your company culture and way of working.
Even if the development of such gamification features is expensive, the investment will be worth it. Young people in particular enjoy online games of all kinds in their free time.
“Green Recruiting“ is slowly becoming an important trend. Sustainability is the word on everyone’s lips. Why not also use it for your online recruiting? A digital application procedure immediately shows that you care about the environment. A digital first interview can be better for the environment than travelling for miles by car. Also offer other sustainable benefits such as bike leasing or regional grocery delivery services. This immediately enhances your reputation among your applicants.
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