What is E-Recruitment?

E recruitment is the new technological means to streamline the hiring process and onboard resources for any organization i.e., the human resources. Both large and small organizations are adopting e recruitment processes to speed up their hiring processes, make hiring cost-effective, and improve employer branding by making them reachable to a wider set of job seekers. E recruitment improve the quality of staff recruitment functions and allows companies to use the internet to attract a larger talent pool.

The objectives of e-recruitment are:

  • Finding and hiring the best candidates
  • Tracking the status of candidates
  • Analyzing job requirements

What are the methods of E-Recruitment?

Here are the different methods of e-recruitment:

1. Job boards: These online platforms aggregate job postings from various companies, making it easy for candidates to find relevant opportunities. Popular examples include Indeed, LinkedIn, and Glassdoor.

2. Company career websites: Companies can host job postings and career information on their own websites, attracting candidates directly and showcasing their employer brand.

3. Social media recruiting: Platforms like LinkedIn, Facebook, and Twitter are increasingly used for recruitment. Companies can target specific demographics and skill sets, build relationships with potential candidates, and share company culture.

4. Applicant tracking systems (ATS): These software platforms help manage the recruitment process, from posting jobs to tracking applications, scheduling interviews, and making hiring decisions.

5. Online assessments: Companies can use online tests and assessments to screen candidates for skills, knowledge, and cultural fit. This can save time and resources by identifying promising candidates early in the process.

6. Video interviewing: Online video conferencing tools like Zoom and Skype are becoming popular for conducting interviews. This can be a convenient and cost-effective way to connect with candidates, especially those located in remote areas.

7. Recruitment marketing: This involves using marketing strategies to attract and engage potential candidates. Companies can create employer branding campaigns, share employee stories, and participate in industry events to build a positive reputation and attract top talent.

The type of e recruitment that is most effective for a company will depend on its industry, size, and the specific job requirements. It is important to use a combination of methods to reach a wider pool of qualified candidates and find the best fit for the role.

What are the advantages of implementing e-recruitment?

Since the 1980s e recruitment has changed the traditional methods of recruitment. It helps companies find their best fit by carefully assessing each candidate. E-recruitment offers benefits to both employees and employers.

Benefits to Employers Benefits to Employees 
Wider scope: Recruiters can attract hidden talents with e-recruitment tools 


Easy to apply: Streamlined online applications reduce barriers for candidates, attracting a larger pool and increasing overall applicant flow. 


Time saving: Automate tasks, streamline processes, and interview remotely for swift, efficient hiring. Specific search of jobs: Precise keyword filtering on job boards and company websites allows candidates to find highly relevant opportunities, ensuring a more focused applicant pool. 


Cost saving: Recruiters can leverage free platforms and let go of print ads to attract suitable candidates. 


Large number of opportunities: Online platforms aggregate countless jobs, giving candidates access to a wider range of potential career paths beyond local limitations. 


Better match of candidates: Recruiters can utilize keyword searches, skills assessments, and targeted outreach to land ideal fits. 


Wider geographic search: E-recruitment removes geographical constraints, enabling companies to access talent across broader regions and attract diverse skill sets. 


Advertising benefits: Hiring managers can enhance employer branding, showcase company culture, and attract passive talent through engaging online channels. 



Quick responses: Automated communication tools and online interview scheduling platforms expedite the process, providing faster feedback and reducing wait times for both candidates and companies. 


What are the disadvantages of implementing e-recruitment?

The disadvantages of implementing e-recruitment in HRM are:

  • Lack of knowledge: Unfamiliarity with e-recruitment platforms can deter both companies and candidates. Implementing user-friendly tools and providing training for hiring teams and applicants can bridge this gap.
  • Hard to scan leads: Managing high volumes of online applications effectively requires robust applicant tracking systems and efficient candidate evaluation protocols to avoid overlooking qualified individuals.
  • Reliability issues: While traditional methods still hold sway, e-recruitment’s data-driven approach and measurable outcomes are steadily building confidence. Highlighting success stories and demonstrably effective recruitment campaigns can overcome resistance.
  • Unfair hiring: Concerns about bias in online algorithms necessitate vigilant adherence to diversity and inclusion principles in every stage of the e-recruitment process, from job descriptions to candidate assessment.

Frequently Asked Questions

1. How e-recruitment differs from traditional hiring methods?

E-recruitment leverages online platforms like job boards and social media to attract and manage candidates, while traditional methods rely on print ads, agencies, and career fairs. It’s faster, cheaper, and reaches a wider pool.

2. Can e-recruitment tools be customized for different business sizes and industries?

Yes, e-recruitment tools offer flexible features and integrations to cater to specific needs. Smaller businesses can utilize basic applicant tracking systems, while larger ones might implement advanced video interviewing platforms or customized talent pipelines. Industries can tailor tools to highlight relevant skills and expertise.

3. Are there any recommended training programs for HR professionals to effectively utilize e-recruitment tools?

Numerous online and offline training programs equip HR professionals with the skills to master e-recruitment tools. Look for courses on topics like online recruitment strategies, data analysis for talent selection, and using AI in recruitment. Professional associations and universities often offer relevant programs as well.

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