The Internet has given access to a universe of information, a vast amount of data that makes it easier for HR managers to identify the best talent for companies. Online recruitment is here to stay, thanks to its great effectiveness. in managing human capital as opposed to traditional methods.
Given the importance of having the best profiles in a highly competitive environment, companies cannot stand still waiting for professionals to come knocking on their doors, but must be adapted to the HR trends. They need to surf the net to create links with human capital, interact with them through digital platforms and social networks and raise awareness of the company through new technologies.
Recruitment 2.0 in Spain
The current use of the internet and social networks for job searches by professionals and candidates by companies, is widespread, as Infoempleo and Adecco's 2016 report shows Social networks and the labour market.
In this regard, according to the study, 86% of Spanish companies have a presence on social networks and 86% of Spanish companies have a presence on social networks and 86% of Spanish companies have a presence on social networks. 84% uses them for the selection of personnel. Similarly, 9 out of ten professionals have a social profile and 9 out of 10 have a social media profile. 78% uses it to look for work.
In fact, social media users who follow a brand do so first and foremost to find out about the job offers they post and the jobs they are looking for.he first choice for professionals actively looking for work are job portals.98% of the respondents to the survey. For their part, 86% of companies' online recruiters say that they consult profiles of shortlisted applicants before a final recruitment decision is taken.
Moreover, this interaction does not remain a dead letter, as 77% of the participants in the survey have submitted their CVs via social networks, and almost half have been contacted by companies in response to their application.
Advantages of online recruitment
But what is the reason for this expansion of online recruitment in the corporate sector? Its rise is due to a number of advantages inherent in this method of personnel selection:
- More candidates. With a job advertisement in a newspaper, only readers and their relatives had access to the offer. In contrast, with online recruitment, there are no time or geographical limits. Any professional, from anywhere in the world, can access a vacancy, just as organisations can connect and meet potential candidates regardless of their residence.
- More immediacy. Online recruitment processes reduce recruitment times, due to the speed at which the digital environment moves. You only have to wait a few minutes after posting a job offer to start receiving applications.
- More connection. Online recruitment also fosters the creation of links with professionals. It is not just about posting an offer at a given time, but also about creating employer branding and connecting with people in the labour market.
- More knowledge. The CV of professionals is expanded with online recruitment: the experience and training inherent in the paper document is complemented by all the information that users of social networks share on their profiles. This knowledge is very valuable, as it allows us to get to know the candidate in greater depth and to check more accurately whether he or she will fit in with the company.
- Best analysis. The technology involved in online recruitment makes it possible to automate the screening and evaluation of both applicants and the process itself. Thus, digital employment platforms allow us to filter applicants according to various parameters and through the big data we can analyse the impact of an offer, for example.
- Lower costs. Many companies benefit from significant savings by being able to reach numerous applicants at zero cost through job boards and social media, avoiding the need to hire specialised recruitment companies.
- More personalisation. The breadth of the internet makes it possible for HR managers to design job offers or brand reputation actions according to their objectives and needs. Post an advert on a social network to reach a large audience or limit the offer to a closed LinkedIn group or a highly specialised portal, for example.
