E-recruiting is an efficient tool that companies use to digitise the entire recruitment process. By using e-recruiting, job adverts can be placed faster and more effectively, resulting in a greater reach and higher quality of applications. Applicants benefit from the ability to conveniently submit their documents online and check the status of their application at any time. At the same time, the administrative workload for companies is reduced, which saves time and money[1][3][5].
Advantages of e-recruiting
One of the main advantages of e-recruiting is the time it saves. Job adverts can be published online immediately without having to wait for the editorial deadline. This speeds up the entire application process considerably, as applicants can access the adverts quickly[1].
Another advantage is the cost savings. Companies can save considerable costs by automating processes such as sending confirmation emails and using applicant management software[1][3].
Increasing the range
E-recruiting allows companies to publish their job adverts online more easily and in a more targeted manner. This enables them to reach a larger target group and address qualified candidates more effectively[3].
### Examples from practice
BEST PRACTICE with one customer (name hidden due to NDA contract) was the implementation of an e-recruiting system that made it possible to automatically sort and prioritise applications. This allowed the recruiters to focus on the best candidates and significantly speed up the application process. This led to a significant reduction in time-to-hire and an increase in the quality of the candidates recruited.
### Mobile Recruiting
Another practical example is mobile recruiting. Many applicants use smartphones or tablets to search for jobs and submit applications. By developing mobile apps or optimised websites, companies can extend the reach of their job advertisements and reach potential candidates more effectively[6].
E-recruiting and employer branding
Another important aspect of e-recruiting is supporting employer branding. By presenting the corporate culture and working environment, companies can appeal to potential applicants and build a positive image[4].
An example This is achieved by creating content that is shared on social media platforms such as TikTok or Instagram. These platforms offer companies the opportunity to strengthen their brand and target young talent[4].
E-recruiting with active sourcing
Active sourcing is another approach that can be combined well with e-recruiting. Here, potential candidates are contacted directly via platforms such as LinkedIn or XING. This enables companies to target the right talent and increase the quality of applications[5].
An interesting example is the use of XING to contact candidates directly. This has led to a higher rate of full placements as candidates can be contacted directly[5].
Performance recruiting as a supplement to e-recruiting
Another important aspect is performance recruiting, which focuses on measurable online marketing measures to generate applications. This includes the use of social media ads, Google Ads and retargeting to increase the reach and quality of applications[2].
An example from practice is the segmentation of the target group based on their level of interaction. This involves creating different ad content that is tailored to the behaviour and interests of the target group[2].
E-recruiting and iROI coaching
iROI coaching can support companies in the implementation of e-recruiting strategies. By analysing existing processes and adapting them to modern digital approaches, iROI coaching can help to increase the efficiency and success of e-recruiting campaigns.
An example is to assist a company in updating their career site to improve the candidate experience and strengthen their employer branding efforts.
My analysis
Overall, e-recruiting offers companies a variety of benefits, ranging from time and cost savings to increasing the reach and quality of applications. By combining e-recruiting with other digital strategies such as active sourcing and employer branding, companies can organise their recruiting efforts more effectively and implement them more successfully.
Further links from the text above:
– Personio: E-Recruiting - advantages for companies
– Rudel Recruiting: Performance Recruiting Guide
– Softgarden: E-Recruiting - Definition, goals and instruments
– Factorial HR: Successful recruiting campaigns
– Nawida: E-Recruiting - Tools, channels and strategies
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