The Internet has given access to a universe of information, a huge amount of data that makes it easier for Human Resources managers to identify the best talents for companies. Online recruiting companies here to stay, thanks to its great effectiveness in managing human capital compared to traditional methods.
Given the importance of having the best profiles in a highly competitive environment, companies cannot sit still waiting for professionals to knock on their doors but must adapt to HR trends. They need to navigate the web to create links with human capital, interact with it through digital platforms and social networks, and make the company known through new technologies.
Recruitment 2.0
The use of the internet and social networks today for job search, by professionals and candidates, by companies, is widespread. In this sense, according to the study, 86% of companies have a presence on social networks and 84% use them for personnel selection. Similarly, 9 out of ten professionals have a social profile and 78% use it to look for work.
In fact, users of social networks find the jobs they post and is their first option that they rely on for actively seeking work. Consulted by 98% of those surveyed in the study. For their part, 86% of those responsible for online recruitment of companies ensure that they consult the profiles of shortlisted applicants before making a final decision on hiring.
However, that does not remain on paper, since 77% of the participants in the survey have submitted the curriculum through social networks and almost half have been contacted by companies in response to their candidacy.
Advantages of online recruiting
Now, what is the reason for this expansion of online recruitment in the business sector? Its rise responds to a series of advantages inherent to this method of personnel selection:
- More candidates. With a job advertisement in a newspaper, only readers and those close to them had access to the offer. On the other hand, in online recruitment there are no time or geographical limits. Any professional, from anywhere in the world, can access an offer, in the same way that organizations can connect and meet potential candidates regardless of their residence.
- More immediacy. Online selection 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 recruiting agencies also encourages bonding with professionals. It is not exclusively about publishing an offer at a given moment, but about creating employer branding and connecting with members of the job market.
- More knowledge. The curriculum 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. A very valuable knowledge, since it allows to know the candidate more thoroughly and to check with greater success if he will fit in with the company.
- Better analysis. The technology that comes with online recruitment makes it possible to automate the study and evaluation of both applicants and the process itself. Thus, digital employment platforms allow us to filter applicants based on various parameters and through big data we can analyze the impact of an offer, for example.
- Less costs. Many companies benefit from notable savings by being able to reach numerous applicants at zero cost through job portals and social media, avoiding having to hire specialized recruitment companies.
- More customization. The breadth of the internet enables Human Resources managers to design job offers or brand reputation actions according to their objectives and needs. Publish an ad on a social network to reach a large audience or limit the offer to a closed LinkedIn group or on a very specialized portal, for example.
