CazVid Blog Online Recruitment Strategy

Learn about the new online hiring strategy for businesses

It sounds unbelievable, but despite all the available technologies, businesses continue to lament the time, cost, and poor choices that an online personnel recruitment process can entail. It is true that e-recruitment, or internet recruitment, moves far more quickly than a conventional hiring process. However, it appears that something is lacking or that this is insufficient. Because? Let's look at a few causes:

  • Not everything on employment portals is as it seems.
  • The stats on these online platforms frequently don't match reality.
  • The candidates' human side, which is crucial for businesses in the twenty-first century, is lost in a sea of data and forms.
  • In the era of artificial intelligence, it can be challenging to detect dishonest resumes.
  • Not all vocations require digital literacy, thus there can be a strong workforce that is underrepresented because they do not participate in digital contexts.

This article will discuss these difficulties and how to resolve them without sacrificing the benefits of online hiring, which are undeniably the future of the labor market in the twenty-first century. How can I hire workers faster, cheaper, and without making the wrong choices? There is an additional strategy that can spare you headaches. Let's start now.

What exactly is online hiring?

Online recruitment is a method or technique for finding and choosing the best applicants for a position utilizing the internet and various digital channels. It serves as an alternative to conventional hiring practices that rely on techniques like newspaper ads, job fairs, or personal recommendations.

Procedures for hiring online

The following steps make up this contracting method:

  • Define the ideal candidate's characteristics, including the knowledge, skills, and dispositions needed for the job.
  • Post the job offer on the right websites, social media platforms, or the company website.
  • Receive and review the resumes submitted by applicants for the position, using automated or manual processes to sort and classify the best candidates.
  • Make contact with the chosen prospects and set up phone, video, or in-person interviews.
  • Make a formal job offer to the candidate you deem to be the most qualified.

To streamline their hiring and selection procedures, more and more businesses are using the trend of online recruitment. The human aspect is still crucial for evaluating a candidate's qualifications, abilities, and attitudes, it must be remembered. In order to provide a fair, effective, and satisfying selection for the firm and the candidate, it is crucial to integrate online recruitment with other evaluation approaches.

Advantages of online recruitment

Compared to traditional recruiting, which relies on techniques like newspaper ads, job fairs, or personal recommendations, online recruiting provides a number of advantages. The following are some benefits for businesses or human resource managers:

  • Greater visibility and reach: Because they are job search engines, recruiters may access a larger pool of potential employees, both locally and abroad, who might be interested in their job offers.
  • Saving time and money: You can cut back on standard contractual expenses like printing, shipping, and space rentals. By enabling quicker and more direct communication with candidates as well as the use of automated technologies to filter and categorize resumes, you also streamline the hiring process.
  • Greater quality and diversity: The search for specialized, qualified profiles that fit the requirements and expectations of the firm is made easier by online recruitment. Additionally, it promotes diversity and inclusion by removing any prejudices and social, cultural, and geographic barriers.

The advantages are many and good for your employer brand for both the applicant and employers. Let's look at some of its drawbacks now.

Disadvantages for the employer of this approach

Online recruiting has some drawbacks that you need to be aware of in addition to its benefits. Among these drawbacks are:

Managing a large number of apps can be challenging.

With just one click, many people can now apply for a job offer thanks to the internet and other digital platforms. This may result in information overload and make it challenging to find and assess the best candidates. If each application receives a fast and tailored answer, it can also improve the employer brand.

Loss of human connection risk

There is a chance that the candidate and employer would engage less personally, which could make it more challenging to establish a rapport based on empathy and trust. You can also restrict the chance of witnessing the candidate's nonverbal cues, which are a crucial source of data on their motivation, attitude, and personality.

Concerns with technology or security

This approach is dependent on the efficient operation of digital resources like websites, job boards, emails, or applications. These tools have the potential to experience technical issues like interface problems, system crashes, or data loss. Additionally, they might be susceptible to computer attacks such data theft or manipulation involving candidates or businesses.

Need for training and adaption

The use of the Internet for recruitment necessitates new kinds of communication and selection, which both the company and the candidate must become accustomed to. For some people who are unfamiliar with modern technologies or who prefer conventional ways, this poses a barrier. It also means spending money on training and education for the staff members in charge of the selecting procedures.

Assessing the candidate's suitability is difficult

It's crucial to realize that while online recruiting can make it simpler to locate the appropriate candidate in terms of talents and abilities, it cannot ensure that the individual will fit with the company's culture and values. To achieve this, a new hire's integration and follow-up process must be implemented to assure their pleasure and dedication to the company.

Despite its benefits and drawbacks, it is crucial to develop a suitable strategy that integrates the effective application of digital technologies with human interaction and individualized attention in order to attract the greatest personnel. In this manner, you may locate potential employees and the most qualified applicant for each post, as well as optimize the recruitment and hiring process and fill open positions.

The use of online recruitment channels

It's crucial to have a clear strategy in place before beginning any online recruitment efforts, as well as to employ the right channels. The purpose is to promote the online hiring procedure using the following channels:

  • Websites dedicated to the publication and search of job offers are called "employment pages." You can make a professional profile, post your résumé, and apply for jobs that match your qualifications.
  • Social media: Web-based social media platforms let you communicate with others and produce and share material, such as job advertisements. Some social media platforms, like Facebook, Instagram, and Twitter, can be used to find prospects, advertise job openings, browse job descriptions, or get in touch with applicants.
  • Corporate website: This is the official corporate website, where you may find details about the organization's background, objective, and goals as well as information about its goods and services, employer brand, and organizational culture. You may also include a section on hiring, where employment openings are listed and applicants can send their resumes or fill out an application.

CazVid and its cutting-edge online hiring technique

Electronic recruiting does bring certain obstacles, as we mentioned at the outset. Many businesses that use the Internet to reach out to prospective employees frequently gripe about how the Internet's versatility works well for certain things but poorly for others. In this instance, we are discussing what is lacking or insufficient in the various online hiring practices. We'll focus on the following details:

  • The challenge of assessing a candidate's personality.
  • The issue of recruiting through digital settings squandering time and money.
  • The challenge of assessing applicants' drive, attitude, communication, nonverbal cues, language proficiency, vocabulary, self-assurance, value proposition, and sense of fit with the firm.

CazVid, the first and only application that solely utilizes job advertisements and video resumes, aids in minimizing the negative effects of improperly using the Internet to screen candidates and assess their human qualities. Let's examine the components of this strategy in greater detail.

The benefits and drawbacks of using video for electronic recruitment

Employer branding and job seekers are assumed to have a cold, impersonal, and unimaginative interaction in traditional recruiting. We are aware at this point that candidates share stuff on social networks, including pictures, videos, remarks, etc. Why can't multimedia tools be used in staff recruitment to boost its effectiveness? The following benefits come from a program like CazVid that changes the rules of the game using video:

  • Highlights for your evaluation of candidates should include their soft skills, communication abilities, and usefulness to your business.
  • When an applicant views your job advertisement in video format, he might get a sense of the company's corporate culture, the recruiter's personality, and the industry.
  • You can eliminate dishonesty or consistency issues by comparing the information candidates disclose in their resumes using the video.
  • You may assess both of these factors by seeing how the employee uses their creativity and technical expertise.
  • The video is useful for recruiting on social networks as well; different websites of this kind offer video resumes.

Conclusion: Using video for online recruitment

The film demonstrates the innovative capacity it has to make better decisions in light of how challenging it is to measure and evaluate pertinent characteristics of applicants for new employment. The goal is to maximize efficacy by combining textual resumes, cover letters for job openings, and infocurricula with video resumes and video job announcements. For businesses who need to make decisions more quickly, cut expenses, and save time, CazVid is the perfect platform.