It seems incredible, but even with all the existing technologies, companies still complain about the time, costs, and poor decisions that can come with the recruitment process. Yes, it's true that online recruitment, or e-recruitment, is much faster than traditional hiring processes. But it seems something is missing, or all of this is not enough. Why? Let's explore some reasons:
- Not everything that glitters on job portals is pure gold.
- In many cases, the numbers on these online platforms do not match reality.
- The human aspect of candidates, so important for 21st-century companies, gets lost in a sea of information and forms.
- It's difficult to detect deceptive resumes in the age of artificial intelligence.
- Not all jobs require digital skills, meaning there could be a powerful but excluded workforce that doesn't participate in digital environments.
In this article, we will discuss these challenges and how to overcome them without diminishing the advantages of online recruitment, which are undoubtedly the future of the labor market in the present century. How can you save time, costs, and avoid poor decisions when recruiting staff? There is a complementary method that can save you headaches. Let's start.
What is Online Recruitment?
Online recruitment is a tool or method for finding and selecting the best candidates for a job using the internet and various digital platforms. It is an alternative to traditional recruitment, which relies on methods such as newspaper ads, job fairs, or personal recommendations.
Steps to Recruit Online
This hiring method involves several steps:
- Define the ideal candidate profile, including the competencies, skills, and attitudes required for the position.
- Publish the job offer on appropriate channels such as job boards, social media, or the corporate website.
- Receive and analyze resumes from applicants using automated or manual tools to filter and classify the most suitable ones.
- Contact selected candidates and conduct interviews, which can be by phone, video conference, or in person.
- Choose the most suitable candidate and make a formal job offer.
Online recruitment is a trend that more and more companies are adopting to optimize their selection and hiring processes. However, it is important to remember that the human factor remains essential in evaluating candidates' competencies, skills, and attitudes. Therefore, it is important to combine online recruitment with other evaluation techniques to ensure a fair, efficient, and satisfactory selection for both the company and the candidate.
Advantages of Online Recruitment or E-Recruitment
Online recruitment offers several advantages over traditional recruitment methods, such as newspaper ads, job fairs, or personal recommendations. Among the advantages for companies or HR managers, we have:
- Greater Reach and Visibility: As job search engines, you can access a larger number of potential candidates, both nationally and internationally, who may be interested in your job offers.
- Time and Cost Savings: You can reduce costs associated with traditional hiring methods, such as printing, transportation, or space rental expenses. Additionally, the process is faster by allowing more direct and rapid communication with candidates, as well as using automated tools to filter and classify resumes.
- Higher Quality and Diversity: Online recruitment facilitates the search for specific and qualified profiles that meet the company's needs and expectations. It also promotes diversity and inclusion by eliminating potential biases or geographical, cultural, or social barriers.
Both for applicants and companies, the advantages are varied and positive for your employer brand. Now, let's look at the disadvantages.
Disadvantages of This Modality for the Employer
Despite the advantages of online recruitment, it also has some disadvantages to consider. Some of these disadvantages are:
Difficulty Managing a Large Number of Applications
The use of the internet and digital platforms makes it easy for many people to apply for a job with just one click. This can lead to an overload of information and make it difficult to filter and evaluate suitable candidates. Additionally, it can affect the employer brand if timely and personalized responses are not provided to each application.
Risk of Losing Human Contact
There is a risk of reducing personal interaction between the employer and the candidate, which can make it difficult to create a relationship of trust and empathy. It can also limit the ability to observe the candidate's non-verbal language, an important source of information about their personality, attitude, and motivation.
Technical or Security Issues
This modality depends on the proper functioning of electronic tools such as websites, job boards, emails, or applications. These tools can experience technical failures such as interface errors, system crashes, or data loss. Additionally, they may be vulnerable to cyberattacks, such as theft or manipulation of candidate or company data.
Need for Adaptation and Training
Online recruitment requires both the employer and the candidate to adapt to new communication and selection methods involving the use of the internet. This can be a challenge for some people who are not familiar with digital technologies or who prefer traditional methods. It also implies an investment in training and updating for personnel in charge of selection processes.
Difficulty Evaluating Candidate Suitability
It's important to understand that online recruitment can facilitate the search for the ideal candidate in terms of competencies and skills but does not guarantee that they will fit the company's culture and values. Therefore, it is necessary to carry out an integration and follow-up process for the new employee to ensure their satisfaction and commitment to the organization.
Even with its advantages and disadvantages, to find the best talent, it is essential to design an adequate strategy that combines the efficient use of digital technologies with human contact and personalized attention. This will optimize the selection and hiring process, optimize vacancies, and find potential employees and the best candidate for each position.
Online Channels for the Recruitment Process
To conduct effective online recruitment, it is important to have a defined strategy and use the appropriate channels. The idea is to highlight the online recruitment process through the following channels:
- Job Boards: Specialized websites for posting and searching for job offers. They allow creating a professional profile, uploading a resume, and applying for vacancies that match the candidate's profile.
- Social Media: Web-based social media platforms that allow creating and sharing content, including job ads, as well as interacting with others. Some social networks like Facebook, Instagram, or Twitter can be used to attract candidates, post job offers, view job titles, or contact candidates.
- Corporate Website: The official company website where you can find information about its history, mission, vision, products or services, employer brand, and organizational culture. It can also include a section dedicated to recruitment, showing available job offers where candidates can submit their CVs or fill out a form.
Cazvid and Its Innovative Online Recruitment Method
As mentioned at the beginning, electronic recruitment presents some challenges. Many companies benefiting from internet access to contact potential candidates often complain that the breadth of the internet works for some things but not efficiently for others. In this case, we talk about what is missing or insufficient in different online recruitment methods. We will emphasize the following aspects:
- The problem of evaluating the candidate's personality.
- The problem of wasting time and money on digital environment recruitment.
- The problem of evaluating candidates in terms of motivation, attitude, communication, non-verbal language, languages, vocabulary, self-confidence, value proposition, and feeling with the company.
Cazvid, the first and only application based exclusively on video job ads and video resumes, helps reduce the consequences of the misuse of the internet for evaluating the human aspect and filtering candidates. Let's look in more detail at what this approach consists of.
Advantages and Disadvantages of Video for E-Recruitment
Traditional recruitment proposes a somewhat cold, impersonal, and uncreative relationship between the employer brand and job seekers. Now, we know candidates use social media to share content such as photos, videos, comments, etc. Why can't personnel recruitment use multimedia tools to increase its effectiveness? An application like Cazvid, which innovates through video, changes the rules of the game and has the following advantages:
- Highlight Soft Skills: Your evaluation of candidates' communication, language skills, and value proposition for your company.
- Cultural Fit Insight: If the candidate sees your video ad, they can get an idea of your company's culture, the recruiter’s image, and the type of business.
- Verify Resume Data: The video serves to compare the data presented in candidates' resumes to avoid deception or inconsistencies.
- Evaluate Creativity and Tech Skills: The candidate's use of creativity and technological tools in their video presentation can also be evaluated.
- Social Media Recruitment: Some video resumes are published on various online platforms, making them versatile for recruitment on social media.
Conclusion: Video as an Online Recruitment Method
Given the difficulty of measuring and evaluating relevant aspects of candidates for new job positions, video reveals its innovative power in making better decisions. The idea is to combine written resumes, cover letters, or infocurriculums with video resumes and video job ads to increase effectiveness. Cazvid is precisely the ideal platform for companies needing to save time and costs while deciding and selecting more efficiently.
