Why is it important to use online recruitment?

The latest figures show that the internet accounts for roughly 20 per cent of all recruitment advertising and some say it is a lot higher.

Developments in technology and a maturing online recruitment market mean that this 15 per cent share will increase in the future, and the internet will have an even greater impact on traditional recruitment techniques.

First, the increased uptake of broadband among internet users means that online jobseekers will surf for longer and have more engaging interactions with employers online.

The faster connection speeds offered by broadband will allow employers to communicate more effectively with candidates.

Corporate recruitment website features that are now regarded as advanced  such as employee video profiles, virtual office tours, online presentations and interactive tests  will become standard.

Employers will be faced with the challenge of how to best use these interactive features to communicate employer brands and engage and educate candidates before their competitors do.

For example, when online recruitment began in 1995, the Guardian newspaper offered advertisers the chance to place recruitment advertisements within the newspaper's different recruitment sections.

Ten years later, the paper has rebranded its offering as ' Guardian Recruitment Solutions'.

It provides recruiters with an expanded range of options from print recruitment advertising to online advertising, and even offers to design, build and host careers sites.

These developments show that the traditional boundaries that existed between print media owners, jobs boards, recruitment advertising agencies, recruitment consultancies and technology companies, are breaking down.

In the future, a new breed of 'super suppliers' will develop within the recruitment industry, offering employers a range of resourcing solutions, rather than just concentrating on a particular niche.

A six-point guide to online recruitment

Step 1: Assess your current progress
You need to find out how 'web savvy' your company is right now. Once you have established your level of online recruitment sophistication, then you'll know where to start.

Step 2: Identify the right processes
Next, you need to look at the recruitment process itself. Ensure recruitment is integrated with business goals for workforce planning. You need to be able to measure the effectiveness of online recruitment so set up the metrics for measuring recruitment spending.

Step 3: Identify the skills you need in your recruitment function
The new breed of recruiter needs to use sales and marketing skills in a broader way. It is no longer enough for the recruiter to advertise/post a job ad and wait for the ideal candidate to walk through the door. Today's recruiters must create an image and brand for their organisation.

Step 4: Plan and research your online strategy
Develop a 'recruitment brand'  a clear, concise, consistent and targeted message about your organisation. Based on your candidate research, target your message, advertising medium and location to reach the online jobseeker. Ensure that all approaches are linked to and centred on your own recruitment site. Integrate e-recruitment into your overall recruitment strategy.

Step 5: Understand the technology infrastructure for recruiting online
The candidate management/applicant tracking system is crucial because if you do not put in place an efficient, technically capable and integrated back-office facility, all the good work you will have done to locate, attract and interview those great candidates will be lost.

Step 6: Develop your corporate website
The corporate website is the most important communication vehicle to receive and process job applications whether through direct or online advertising.

 

For practical and friendly advise on selection and online recruitment contact one of our Psychologists by email contact@brentfield.co.uk or phone 01322 286 826 or try our online assessment (The EBW) here

 

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