7 advantages of online recruitment for companies

Recruitment 2.0 in Spain

The use of the internet and social media today for job searching, by professionals, and candidates, by companies, it is widespread, as Infoempleo and Adecco's 2016 report shows Social networks and the labour market.

In this respect, according to the study, 86%% of Spanish companies have a presence on social media and the 84% uses them for staff selection. 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.The first option that professionals actively looking for work turn to are job portals98% of the respondents to the survey. For their part, el 86% de los responsables del reclutamiento en línea de las compañías aseguran que consultan los perfiles of the shortlisted candidates before making a final hiring decision.

An interaction that doesn't just remain on paper, as 77% of survey participants have submitted their CVs via social media and% almost half have been contacted by companies in response to their application.  

Advantages of online recruitment

So, what's behind this expansion of online recruitment in the corporate sector? Its boom is a response to a number of inherent advantages of this recruitment method:

1. More candidates. With a job advertisement in a newspaper, only the readers and their acquaintances 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 an offer, just as organisations can connect with and get to know potential candidates regardless of their residence.
2. More immediacy. Online selection processes reduce recruitment times, due to the speed at which the digital environment operates. You only have to wait a few minutes after publishing a job offer to start receiving applications.
3. More connection. Online recruitment also fosters the creation of links with professionals. It is not exclusively about posting a vacancy at a given moment, but about creating employer branding and connecting with members of the labour market.
4. More knowledge. The CVs of professionals are being expanded by online recruitment: the experience and training inherent in the paper document are complemented by all the information that social media users share on their profiles. This is very valuable knowledge, as it allows for a deeper understanding of the candidate and a more accurate assessment of whether they will fit into the company.
5. Best analysis. The technology inherent in online recruitment enables the automation of the assessment and evaluation of both candidates and the recruitment process itself. Thus, digital employment platforms allow us to filter candidates based on various parameters and through the big data we can analyse the impact of an offer, for example.
6. Lower costs. Many companies benefit from remarkable savings by being able to reach numerous candidates at no cost through job portals and social networks, avoiding the need to hire specialised recruitment firms.
7. More personalisation. The vastness of the internet allows Human Resources managers to design job offers or brand reputation actions according to their objectives and needs. Publishing an advertisement on a social network to reach a large audience or limiting the offer to a closed group on LinkedIn or a highly specialised portal, for example.