Human resources departments in the best digital marketing companies in Gurgaon have introduced digital tools to streamline their workflows, including recruitment. In this article, we will not question the value of e-recruiting but show you how to put it into practice by taking into account its limitations. When you think about introducing it to your business, it is important to be aware of its advantages and disadvantages. We will consider the pros and cons of digital recruiting by focusing on certain aspects that would interest your HR team the most.
Taking E-Recruiting Tools Into Account
Human resources teams can take the aid of mobile-friendly websites and recruitment apps to help simplify candidate search, resume shortlisting, and evaluation of candidates. For example, sites such as HR Virtuoso enables recruiters to quickly receive mobile, optimized application forms that candidates can fill out on any device. According to a recent survey, 89% of job seekers say that e-recruiting and online job search such as job fairs are an important tool for job search, and 45% of job seekers use them to look for work at least once a day.
Many HR departments at digital marketing agencies in Delhi NCR use collaboration tools such as Zoho, Yammer, and Slack to interview applicants. In addition to these tools, one can use HR-oriented portals that help connect your HR team with the rest of the organization. These solutions allow recruiters and department heads to work together to define job requirements, promote employee transfers, compare and approve candidates. This could help eliminate the silo approach and support effective recruitment.
HR specialists get useful insights directly from candidate accounts, and social media can help them target specific talent pools. Employers actively use Facebook, Twitter and Instagram for job ads and recruitment. From personal matters, they expand employment-oriented social networks from workplace to workplace.
Why E-Recruitment Works
By automating the recruitment process, e-recruiting can help save money by increasing productivity and reducing the manpower required for each hire. It also helps one better understand whether a particular candidate meets certain recruitment parameters or are the right fit for a certain role. This will allow companies to decide whether they are ready for e-recruitment, to what extent they need it, and which tools will be relevant.
Moreover, digital recruiting makes it easier for applicants to complete both the application process and the recruitment process themselves. While automated recruitment tools lack personal access to candidates, but they can provide recruiters with a much better understanding of the candidate’s background, skills, and experience.
As a personnel service provider, digital recruiting offers communication methods such as video interviews. If a company’s human resources team is considering hiring a candidate from another country, a video interview is a good way to assess candidates from that country without face-to-face encounters. Video interviews can be less stressful/anxiety-inducing because the candidate is in his or her home, which helps them remain calm and focused during the interview. Candidates are usually given a certain window of opportunity for an interview, and it is usually shorter than a traditional face-to-face interview with a recruiter.
….And Why It Has Its Own Limitations
In case of a technical glitch or error with the tool, the candidate may lose their seat and the hiring party might have to re-interview the candidate. Moreover, for most recruitment tools, a set number of keywords are not sufficient to adequately assess a candidate’s skills, experience and personality. The result is that competent candidates drop out if they do not include certain keywords in their application.
Also, a digital recruiting tool can become a target for manipulation. For example, candidates can ‘make’ these tools select them by stuffing their applications with the right keywords.
In Conclusion: Do What Thou Wilt
On the one hand, E-Recruitment can help human resources professionals to obtain more information than is stated on the CV, such as level of enthusiasm to work, corporate outlook, whether a person is a team player or not, and so on. This additional information can help them determine whether the candidate fits their company culture.
On the other, the recruitment of E-forces is not without pitfalls, which can significantly influence company recruitment processes as a whole.
Now, it seems that maintaining a subtle balance between technical accuracy and human empathy/judgement by combining e-recruiting with traditional HR methods is one of the most efficient ways for HR teams to recruit new employees. However, in the end, you must do what thou wilt.
