Written by Chris Russell
1st November, 2022
What Is Online Recruiting?
Online recruiting (sometime referred to as internet recruiting) allows employers to use various internet-based solutions such as online advertising, job boards, social media and company websites to source, recruit and hire job candidates.
The internet has completely changed the way companies recruit online. You can now search for and source nearly any type of candidate. You can now advertise your jobs across the job search landscape and collect people automatically into your applicant tracking system. It’s cost effective and efficient to push, rather than pull for many small business who are hiring.
Online recruiting advantages include;
- Helping your company differentiate itself from other hiring entities.
- A wider applicant pool than just your local job market.
- Automation of screening and applying helps save time for all parties.
- Ways to promote your jobs to a niche audience.
Online Recruiting Channels
Let’s take a deeper dive into the various channels you can use for online recruiting.
- Social Media: job seekers are increasingly turning to social media channels to find work. Last year for example TikTok launched a resume experiment to get users to create short 1 minute resumes to apply to jobs at some major retailers. But in addition to that social media users use these channels to find references and inside info about life at a company they may want to work at. Companies in turn use employee ambassadors to help spread the word about what its like to work there.
- Job Boards: channels such as national and niche job boards are the primary way employers leverage online recruiting. The national sites like Indeed and Ziprecruiter have become job search engines by indexing content from company websites. Niche job boards exist for nearly every industry and offer a more targeted approach to posting jobs.
- Company Career Sites: this is where employers funnel their online recruiting efforts. Most companies leverage an ATS (applicant tracking system) that allows them to post jobs and screen and accept candidate applications. This process is entirely automated and is managed by the recruitment team who checks it daily to reject candidates or move them into the next stage.
- Sourcing: sourcing people online has become a cottage industry and is mainly used by larger enterprises who can afford to hire Sourcers to scour the internet looking for candidates who fit their needs. This is both art and science requiring a mix of Boolean search skills and creative outreach messages.
- Internet Ads: keyword ads can be bought on places like Google’s search engine results. If a searcher is looking for ‘marketing jobs near me’ business can buy these keywords to advertise their openings or getting people to click on the career site to learn more. This type of advertising is known as CPC (cost per click) and is also employed by Programmatic recruitment platforms such as Joveo, Recruitics, etc. to buy clicks on behalf of their employer clients.
Online Recruiting Casts a Wider Net
Recruiting online lets you cast a wider net but that tactic also has its drawbacks. Sometimes companies can get too many applications for a job many of which are unqualified thus clogging up the ATS. But that is not as much an issue in today’s tight job market.
The web is the go-to resource to find jobs. Most job searches actually start on Google. Recruiters and employers need to ‘fish where the fish are’ so online recruiting is pretty much a requirement today. You can leverage screening chatbots and questions to help filter out unwanted applications. And when it comes to your ATS employers need to ditch their old clunky ones for modern versions which can streamline the application process and leverage tools like texting and AI to communicate quick with candidates.
Speed is the name of the gam is this type of frenzied hiring environment. You have to allow candidates to apply with a simple process that doesn’t take longer than a few minutes. According to Appcast the programmatic job ad company, abandonment rates on jobs across the web are 95%! That means for every 100 clicks to your job listings only 5 or so will apply. Those are sobering online recruiting statistics.
Candidate Experience = Online Recruiting
Recruiting online is harder than ever and so the employers that do it correctly are the ones who will win the talent wars.
That starts with the candidate experience and how often and quickly you can communicate with your applicants. A poor experience will often lead to ranting on Glassdoor or social media for all the world to see. Online recruiting today means treating all candidates with respect, even the ones you can’t hire. The way you reject candidates can also cause people to write negatively about you.
A good online recruiting strategy can only be realized if you use the right tools and technology. Using modern recruiting tools, like Emissary, enables you, your recruitment team and your applicants to benefit from a hiring process that treats them right.