E-recruitment, how to recruit online?

With the Covid-19 health crisis, the world of employment and human resources has been shaken up by the sudden arrival of activities and relationships at a distance. The Internet and social networks then became our main communication channels, and companies had to rethink their recruitment methods in order to adapt to this new way of life.

e-recruitment, or online recruitment, has then established itself as a modern and effective practice for find the best talent on the job market. This refers to a process that consists in doing All of his recruitment Through digital platforms.

Where traditional recruitment required the submission of physical CVs and cover letters, e-recruitment makes it possible to avoid these trips by offering a faster solution and accessible to anyone.

This new generation method uses the Internet to attract candidates, assess them through Digital Assessment Centers, sort and select them for a position.

Nowadays, video conferences are sometimes not enough to make a decision, and the usual resumes and cover letters do not always reflect reality. So how do you recruit online?

In this article we are going to give you all the keys to master your e-recruitment in a qualitative, comprehensive and effective manner. We will start with present the new challenges, then we will analyze the pros and cons of this numerical method, and finally, we will give you some practical advice to start your transition to digital.

1 - The challenges of remote recruitment

• First of all, the first challenge is the data protection : online recruitment involves receiving tons of applications containing personal and even private data. In order to guarantee the protection of this data and the respect of the confidentiality of candidates, it is essential to respect the rules as given by the RGPD in Europe (General Data Protection Regulation).

• The second issue concerns your brand image, also called employer brand. It is necessary for an employer to monitor the image of their company on the web, as candidates can easily get information via social networks or reviews left by Internet users. Since most networks are free and easy to access, they offer you enormous visibility, and the importance of monitoring your image makes sense in this context. Thus, it is essential to maintain a positive and attractive appearance to avoid scaring off candidates and attract the attention of your future talents. We have just written An article on how to develop your employer brand.

In addition, we also consulted nearly 69 experts in order to obtain the keys to a attractive employer brand.

By downloading this free guide you will get:

• Feedback from 69 employer brand specialists
• The 4 main attractiveness factors
• Recommendations by type of business

Download the free HR guide: How to boost your attractiveness?

• Finally, the last of its challenges is The candidate experience, throughout the recruitment process, you will need to ensure a smooth, user-friendly and transparent experience for your candidates, otherwise they may get discouraged and leave. The company should ensure that its application processes are simple and accessible, while maintaining clear and regular communication with applicants. The more satisfactory your candidate experience is, the more positive the feedback related to your structure will be and the more talent you can recruit in the future. Discover 9 tips to improve your candidate experience.

2 - The advantages of e-recruitment

• First of all, one of its many advantages is that it allows businesses, regardless of their sector, to expand their audience and to reach a much wider perimeter. Since multicasting takes place via the Internet and social networks, recruitment ads are not limited to a city, department or region; they can be broadcast throughout a country, and even abroad as part of a remote position. Think about Write a powerful catch phrase ! This massive distribution makes it possible to expand its pool of candidates, in addition to reducing costs: in fact, online job offers often cost less than ads published in the media in paper format.

• Second, e-recruitment is a great way Ofspeed up the recruitment process of your business. The forms on career sites or job boards save time, because they are designed to easily retrieve all relevant information about candidates. There are also sorting systems to filter applications according to certain criteria, which immediately disqualifies profiles that are not related to the basic ad. Finally, remote interviews allow to avoid planning constraints related to travel.

• The last advantage of e-recruitment lies in the possibility of conducting online skills tests, also called Assessment Centers. These tests allow To assess interpersonal skills of a candidate by putting him in real professional situations, because soft skills can hardly be seen with the naked eye; this is why assessment centers are increasingly in demand by recruiters. However, these tests often come in the form of multiple choice quizzes or slightly clumsy mini-games... There is an alternative, but we will come back to that later.

3 - The disadvantages of e-recruitment

• First of all, the information overload : when you publish a job offer on the web market or social networks, it will often have a much greater reach than what you originally imagined. However, the more visibility an ad has, the more responses it will receive. This may seem obvious, but keep in mind that too many applications will be difficult for a recruiter alone to manage. Treating them can then be more complex, and will require a effective management so as not to miss out on qualified talent.

• Then, it happens that online recruitment can lack of human interaction. By communicating only through machines, we can lose what is the essence of our social relationships. That is why it is recommended to maintaining a humanistic approach to recruitment, and to avoid considering candidates as a simple list of profiles. For example, if you decide to refuse a candidate, consider replying to them via a simple email to inform them of your decision. This will avoid waiting for nothing, and you will be able to stand out from the mass of recruiters who leave many of their candidates unanswered.

• Finally, we mentioned it earlier, but the biggest challenge of online recruitment remains. skills assessment. In most computer-related fields, technical skills are easy to verify. In contrast, behavioral skills are much more difficult to identify without a one-on-one interview.

4 - Method for switching to e-recruitment

Now, we are going to give you the procedure to follow to perform a successful transition to digital. If you respect these steps and manage to become familiar with the digital world, online recruitment will no longer hold any secrets for you.

4.1 - Above all, the first action is to set up a recruitment strategy to determine your needs. You will need a candidate whose profile corresponds to the position you are looking for, but also one who can adhere to your internal functioning and your values. To do this, we recommend that you write a job description with everything that candidates might find relevant: your profile expectations, a taste of the tasks to be performed, etc. Thus, there is no risk of creating confusion for the reader when applying.

4.2 - Second, it is becoming more and more important to Make your recruitment original. Many companies are posting job offers that are more and more similar. That's where it comes in sourcing, this term refers to a recruitment method based on the active search for candidates by an employer. To put it simply, instead of waiting for them to apply for your job offer, you go directly to look for them to optimize your chances to find the ideal profile! Whether they are at the end of their studies, looking for a job or already working, we advise you to draw up a list of all these profiles using the 3.0 recruitment tools.

4.3 - Once your profile database (or CV library) is complete, you will have to Do a sorting among these candidates and keep those who are most likely to interest you. Or, conversely, those who are most likely to apply for your job offer.

4.4 - After that, the next step in your online recruitment will be to adapt your processes to the digital world. You can set up forms with questions relevant to your candidates, offer them interviews by videoconference, or even choose to submit them to assessment centers.

4.5 - And finally, the last step will be to Evaluate the Soft Skills of your candidates thanks to our software Yuzu :

After several years of R&D with researchers in Occupational Psychology and Neuroscience, we came up with Yuzu : one New Generation Assessment Center, specialized insoft skills assessment (the famous soft skills).

With Yuzu, talents are immersed in scenarios developed with the latest technologies of the Video game. It is no longer just entertainment but a tool in its own right to effectively measure a person's performance.

The evaluations, on the other hand, are accessible to all profiles thanks to simplified orders and cloud technologies (all you need is a computer and an internet connection to be evaluated).

Switch to e-recruitment with Yuzu!

The advantages of our solution:

• An improvement incandidate experience to make your employer brand exceptional
• A solution accessible to all to ensure equal opportunities;
• A decision support tool to make the best decisions about your future employees.

Whether it's for your recruitment process Or of internal mobility, we are transforming the assessment of Soft Skills In a moment Loud and playful. This is a real advance in the way soft skills are evaluated. In addition to being a good way of integration, it is a real added value for selecting the best talent.

5 - Some practical advice

Now we are going to give you some tips to apply during your remote recruitment, for keep your employer brand intact and gain trust points with candidates:

5.1 - Confirm the interest of candidates in the position

In order to avoid unpleasant surprises, make sure that your candidates are Well and truly interested in the position that you suggest. Job boards are full of ads of all kinds, so it's not uncommon for candidates to apply at random hoping to hit the jackpot. During a 10 to 15 minute call, confirm their desire to apply and focus the discussion on potentially annoying elements: location, salary, mission reminders, etc. If everything is in order, you can then plan a longer exchange by video or face to face. For more information, see our article on job interviews !

5.2 - Provide them with documentation

For your candidates to be able to reveal their true potential, you must try to put them at ease during your first contact. Give them as much information about the company as possible, so that they have no doubt about their motivation and their desire to join you. To do this, provide them with brochures, office photos, a video presentation of the company and more generally, anything that could give them An idea of life within your structure and the work culture you maintain.

5.3 - Don't just value hard skills

Unlike soft skills, which are soft skills, hard skills are raw, technical skills, those that are necessary to perform tasks. Although the latter are essential in the context of employment, However, we must not neglect the human side of candidates.. They are not machines, but potential future recruits. An exchange by videoconference often helps to establish contact, so do not hesitate to do so as soon as your candidates are available. Of course You have to remain attentive to their requests and ensure that this approach does not hinder them.

5.4 - Don't underestimate the evaluation of soft skills

Conversely, you have to remember that a videoconference is not everything. Thinking that a simple call is enough to successfully assess soft skills is a serious mistake. Skills assessment is a complex discipline, and software like Yuzu is just there for facilitate this process. Moreover, although assessment tools help you to assess the potential of your candidates, they are not able to make decisions for you. Basing all your choices on an assessment center is a bad idea, because all that remains is a support, a decision-making tool. At the end of the day, it's you who will have the last word.

In summary:

To conclude, online recruitment represents a Real transformation of the traditional recruitment process. By using digital tools for multicasting job offers, processing data, and analyzing applications, businesses can achieve a optimal efficiency in their search for the best talent.

In the end, e-recruitment offers a significant visibility and allowsattracting candidates from different regions. Thanks to specialized online platforms and social networks, recruiters can target specific profiles according to the skills and personality sought.

By considering every part of the process, from posting offers to receiving applications, recruiters can effectively manage a large number of applications While improving the overall quality of recruits. THEuse of software and assessment methods allow for accurate analysis, thus facilitating the selection of the most relevant candidates for the company's project.

If you do not yet have an ATS recruitment software, discover our article: The methods of HRDs to choose their recruitment software.

In short, e-recruitment represents a modern and effective approach to recruit differently and achieve greater efficiency in the search for talent. By mastering digital tools and adapting traditional recruitment methods, recruiters can optimize their recruitment process and effectively recruit the best candidates for their business.

By investing in this transformation of the recruitment process, businesses can position yourself advantageously on the job market and build teams of collaborators talented and complementary, ready to meet the challenges of tomorrow.

FAQS

Have you ever worked remotely, and if so, what was your experience?

To value your remote work experience on a resume, it is essential to accurately describe your responsibilities, achievements and acquired skills specific to remote working. Include this information in the “Qualifications” section, in the description of your previous experiences, or directly in the job title. Highlight your mastery of teleworking tools such as Zoom, Trello, or Dropbox, and highlight your skills in time management, in digital communication, and in self-employment.

This will highlight your ability to work effectively remotely and maintain a strong connection with your team.

What challenges did you encounter working remotely and how did you overcome them?

The main challenges of working remotely include social and professional isolation, the difficulty in separating the professional and personal spheres, as well as the problems of communication and connectivity. To meet these challenges, several strategies have been adopted by businesses:

• Use of online tracking tools and videoconferencing platforms to ensure ongoing communication.
• Training in task management and awareness of the benefits of teleworking, in addition to the provision of appropriate equipment.
• Establishing fixed time slots and work routines to minimize distractions.
• Organization of virtual team building activities to strengthen team cohesion and the feeling of belonging.
• Reinforcement of security measures to prevent data leaks and external intrusions.

How do you communicate with colleagues and managers when working remotely?

Communicating remotely with colleagues and your manager can remain effective through the use of a variety of tools and strategies, including:

• Video conferences : Use of tools like Zoom or Google Meet for face-to-face interactions.
• Written communication : Use of email and instant messaging for fast and organized communications.
• Writing offers the advantage of keeping a record of exchanges and of facilitating the synthesis of information.
• Asynchronous communication tools : Use platforms like Trello, Notion, or recorded video messages to collaborate despite differences in time zones.
• Regular meetings : Organization of frequent online meetings to maintain eye contact and avoid isolation.
• Project management tools : Use of software like Asana, ClickUp, or Monday.com to track tasks and projects.

What are your expectations and concerns about our company's remote work policies?

When it comes to remote work policies, expectations focus on transparency, thefairness, and the prevention of conflicts. It is essential to clearly define work schedules, communication methods, productivity expectations, and information security measures.

Employees should be informed about how their performance will be evaluated, what equipment and technical support will be provided to them, and how to manage overtime and time off. Major concerns include maintaining a safe work environment, preventing hyperconnectivity, and ensuring that employee rights and responsibilities are respected and protected.

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