Pros and cons of online recruitment

What are the pros and cons of online recruitment?

The Covid-19 pandemic has hastened the uptake of online recruitment as shifting rules around social distancing and recurring lockdowns disrupted recruitment schedules. Going forward, online recruitment is likely to be a consistent part of the recruitment process.

Professional platforms such as LinkedIn have created a powerful online means by which recruiters and ambitious individuals can find one another and connect. The technology has improved, and the pandemic has introduced a much wider range of people to online communications technology.

The younger generation in particular, especially those who have gone through higher education during the pandemic, will be expected to be recruited online and may have some advantages over older applicants.  That said, many older and highly experienced job seekers with a range of competing demands on their time appreciate the convenience and flexibility of online recruitment.

It has a range of advantages and disadvantages and some companies have been quicker to adapt to changing circumstances than others. Although in some instances face-to-face recruitment will remain a feature for the foreseeable future, virtual recruitment is likely to become the norm over the coming years.

So, what are the pros and cons of online recruitment for employers?

The pros…

Cost-effectiveness

Companies have been quick to notice that the shift to online recruitment has lowered recruitment costs overall. It’s a cost-effective and efficient way to get the recruitment process completed and new staff in place. The accessibility of online recruitment means that it’s easy to reach potential candidates without having to spend a fortune on advertising your vacancies.

It’s quick

Online recruitment can be much quicker, from placing advertisements on platforms such as LinkedIn and Facebook, to the interview process itself. Job applications generally happen in real-time, meaning that you’re able to shift your recruitment and advertising focus if you feel that the candidates who are applying are not what you were after. When you’ve received enough applicants or feel you’ve found the right person for the job, the hiring process can easily be brought to a close.

Your audience is much bigger

Your audience for your job advert is potentially much larger when you advertise online. When combined with remote working, the pool of talent from which you can draw from also becomes larger.

The geographical barrier to applying is removed and you get the chance to work with people who otherwise may have been beyond you. This is particularly advantageous to smaller, ambitious companies, who may be able to offer applicants a better work/life balance and more flexible working life than they might find with other employers.

The cons…

Company culture

Online recruitment can pose some challenges when it comes to finding the right candidate, not least the difficulties in assessing how well they may fit with company culture. This is a sometimes intangible sense of how their values, personality and personal outlook meld with the company overall and that of other staff members. To try and achieve the right cultural fit when recruiting online is difficult but not impossible. This is something that recruiters need to be alive to.

Issues with technology

Online communications have improved considerably over recent years but they are not infallible. Problems with technology can strike at inopportune moments and there’s plenty of anecdotal evidence of interviews being ruined as a result. This is unsettling for both candidates and employers alike, and it can have a knock-on effect on the entire recruitment schedule.

Too many applications

There are sometimes complaints that online recruitment can lead to a deluge of applicants, many of them from poor quality candidates.

The ease with which people can apply via online platforms can lead to speculative applications that then have to be sifted through. This can mean you end up wasting time and resources.

Video CVs help companies gain a first impression of candidates

Despite any perceived disadvantages, the advantages of online recruitment are continuing to drive its growth and development. As a result, a number of new tools and platforms are now available to help connect recruiters and candidates.

Janine Blacksley, Director of Robert Walters South East, a professional recruitment consultancy said “In our area of fast-paced recruitment, video interviews have been growing in popularity generally. Companies who were keen not to lose top talent by dragging out the recruitment process were quick to turn to digital solutions, and what’s more, we saw more hires made remotely than we ever have done.”

In further support of video interviews, Peter Burgess, MD of consultancy Retail Human Resources, said “…the advantages to using video interviews as a first stage in the process are enormous. It means you can cast the net wider, include people from further afield who may not have the time or inclination to travel a long distance for what might be a speculative interview.  Recruitment, is, or should be, about casting the net widely. The best of 100 potential candidates will always be better than the best of 50.”

Video CVs are increasingly popular, particularly with employers who find them a great way to get a first impression of what a candidate is all about. They’re easy to create, encourage creativity, and can make the entire recruitment process simpler and more human.

CVVid has created an easy to use and accessible platform that helps employers make the right recruitment decisions.

Get in touch to find out more.

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