The possibility of hiring people online has changed the recruitment market immensely. Almost every bigger company uses online recruiting methods in one way or another. There are just so many possibilities.
Social recruitment is one of those. It means using social networks to reach and pick out potential employees. Freelancing websites are another one. They are a great way to find and contact a lot of external talents. Last but not least, a lot of companies use online as an easy way to support their offline recruitment methods. For example by posting their offer on their website.
But why are companies so crazy about online recruitment? All the ways described above have their specific advantages and disadvantages. But recruiting online is inherently different than previous methods. In this article, we’ve put together the 4 main benefits of finding new employees or external experts online.
- Faster recruiting process
To start it off with an obvious one, recruiting online yields results much quicker than traditional methods. Here’s what it takes to make an offline job ad – contact newspaper to insert ad, get it approved, wait for print, wait for delivery, wait for candidate response. You’ll notice the word wait three times at the end there. Here’s the online process – post on platform of your own choosing, wait for candidate response.
These examples are a bit oversimplified, but you get the idea. Candidates can view your online job offer right away, 24 hours a day and response as quickly as they can. Waiting for CVs or other documents to physically reach you is simply inefficient when compared to online alternatives. A faster recruitment process means your company gets the workforce it needs sooner.
- Reduced costs
It costs less. Not only is it cheaper in general, in some cases it comes with no additional financial costs, e.g. social recruitment via Facebook or LinkedIn. Professional online recruiting platforms will cost more than your Facebook page, but the bottom line should still come out in your favor.
And it’s not just monetary savings either. Online recruitment also saves your HR department time. This means they have more time to optimize working processes, train your employees and pick out the best prospects for that job opening. Another online specific advantage is the fact that you can always change your ad or posting relatively easily compared to offline methods.
- No geographical barriers
It doesn’t matter where you are anymore. Your target audience doesn’t have to be in a specific region to get the TV ad, the newspaper, see a poster or pick up a flyer. They just have to be using certain online services. This means you can access a global market of experts. You all know the advantages of outsourcing – it can be cheaper and bring very valuable talent and experience that maybe just isn’t there in your region.
- Filtering possibilities
A larger pool of candidates to pick from might seem intimidating at first, but it doesn’t have to be. Statistically, the more people you reach, the more likely it is that the people you are looking for are among them. If you use external services, for example, you will be able to look for people who work in a specific niche or have plenty of experience in the field you want. You can filter by region, language, and sometimes even expected pay. This won’t be the case if you’re using other forms of online recruitment. However, with the emergence of trends like Big Data, more companies are using their databases to help determine which employees are most likely to be hired.
Of course, offline recruitment can still be useful in some cases. But if you’re not using any online channel or platform for finding candidates in 2016, you’re probably doing something wrong.
Viktor Marinov is the voice behind the freelancer magazine at http://www.freelancermap.com. Every week he comes up with helpful hints, checklists and guides for freelancers and independent workers. If you would like to know how to find remote jobs online or how to niche yourself as a freelancer, check out his freelancer tips!
About The Author
Ryder CullisonRyder has more than 10 years of experience working with retained search clients as a search professional. As a pioneer of Interview4 he has great knowledge of video interviewing. He writes about all things hiring and looks forward to engaging with his audience on topics of leadership, recruiting, candidate screening, and employee satisfaction. Follow him on Twitter: @hireintelligent and @cullison1