E-recruitment

E-recruitment is the process of finding and hiring employees through online job boards. It's also known as online recruitment, internet recruitment, or virtual recruitment.

Traditional recruiting is a more manual and labor-intensive process that involves in-person interactions and paper resumes. On the other hand, electronic recruitment is a digital recruitment method that uses online tools to streamline the recruitment process. E-recruitment allows employers to recruit talent from around the globe without having to go through multiple rounds of interviews and assessments. By using e-recruitment platforms, employers are able to identify their ideal candidates based on their skill set and personality profile without meeting them physically first in person.

There are various online recruitment methods that companies use to reach potential candidates. Here are some of the most common methods:

• Job Boards: Job boards are websites where companies can post their job openings and candidates can search and apply for jobs. Some popular job boards include Indeed, Monster, and LinkedIn.
• Company Website: Many companies have a career section on their website where they list their job openings and provide instructions on how to apply.
• Social Media: Social media platforms like Facebook, Twitter, and Instagram can be used to promote job openings and connect with potential candidates.
• Applicant Tracking Systems (ATS): ATS is software that helps companies manage their recruitment process. It automates tasks like resume screening, scheduling interviews, and sending automated emails to candidates.

• Cost-effective: Compared to traditional recruiting methods, e-recruitment is generally less expensive because it eliminates the need for paper-based ads and applications, printing, and mailing costs.
• Wide reach: E-recruitment allows companies to reach a wider audience by advertising job openings on social media, job boards, and company websites.
• Improved efficiency: E-recruitment allows for more streamlined and automated processes, reducing the need for manual labor and allowing recruiters to focus on higher-level tasks.
• Increased access to information: E-recruitment provides employers with access to more data and metrics, such as the number of views and applications for a job posting.
• Enhanced candidate experience: E-recruitment can provide a more seamless and convenient candidate experience, as candidates can apply for positions from anywhere at any time.

• Technological barriers: E-recruitment may require certain technological resources, such as a website, applicant tracking software, and robust internet connectivity, which may not be available or affordable for all companies.
• Security concerns: E-recruitment involves the transmission of sensitive personal and professional information over the internet, which can make it vulnerable to security breaches.
• Over-reliance on technology: Companies may become overly dependent on technology for recruiting, which could limit the effectiveness of traditional recruiting methods, such as networking and employee referrals.
• Inability to evaluate nonverbal cues: E-recruitment can make it difficult for recruiters to evaluate nonverbal cues, such as body language and facial expressions, which are important in gauging a candidate's fit for a role.
• Increased competition: E-recruitment has made it easier for jobseekers to find and apply for job openings, which can lead to increased competition for positions and greater difficulty for recruiters in identifying the best candidates.