Glossary: HR & Recruiting Definitions
E-recruiting (Electronic Recruiting) refers to the digitally supported process of personnel recruitment. This includes the distribution of job advertisements on suitable platforms, and efficient applicant management with the help of professional recruiting software solutions.
According to a Statista survey on recruitment channels, 61% of the executives surveyed in the DACH region used online job exchanges and 54% also used their own career site to distribute job advertisements online. Where the necessary digital competence is still lacking, the search for talent is often outsourced (32%). A total of 27% still resort to print media. Yet e-recruiting is simple and incredibly effective.
The modern job search takes place almost exclusively online with the help of common search algorithms. Potential candidates prefer to search for jobs quickly, efficiently and almost exclusively via smartphone and tablet. By using digital e-recruiting, companies are adapting to the current demands of young talent, making it possible to apply quickly and efficiently with just a few clicks.
The use of e-recruiting also pays off for companies in terms of processes and cost optimisation. It streamlines administrative work, increases reach and visibility, saves money and effectively supports them in recruiting.
With e-recruiting, job advertisements are placed on suitable online job platforms aimed at the desired target groups. The application is sent to the potential employer either by e-mail or – even better – by document upload using the dedicated platform. This makes the application process barrier-free, time-saving and altogether much more attractive to applicants.
When an application is submitted the applicant tracking system (ATS), or similar e-recruiting software, centrally collects the applications sent in, confirms their receipt, creates applicant profiles, and significantly simplifies the evaluation of the applications. Unsuitable candidates can usually be sent an automatic rejection email with just a few clicks after the suitable candidate selection.
Some of the most common channels for e-recruiting are:
Ideally, all the above-mentioned channels are served simultaneously in order to achieve the highest possible reach.
Thanks to its many advantages, there is much to be said for e-recruiting, including:
E-recruiting shortens the response time and ensures that the vacancy is filled quickly with the desired candidates.
With the digitalisation of the application process, there are also new requirements for writing job advertisements and communicating with applicants. Instead of presenting the company and its achievements in a distanced ‘you’ tone, the modern job ad focuses on giving talents the opportunity to ‘feel’ their way into everyday work in a company.
In addition, the job advertisement must be kept gender-neutral and should be oriented towards the interests of the applicant target group, similar to a good marketing text.
For more valuable information, important must-dos in the hiring process and useful tips on how companies can increase their hiring success, visit our Knowledge Hub.
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