A comparative study of Traditional recruitment vs e-recruitment

It's been a while since there have been too many doors opening to welcome the channels of recruiting candidates to find the best talent for the vacancy. However, successfully and steadily adopting both the traditional and modern methods of recruitment, has made breaking down the huge mass of applicants, a piece of cake. Over and above that, quite a few organizations and companies with an elite team of HR, their ultimately-planned and smartly executed recruitment process are more likely to experience smooth sailing.

Restricting global access, and recruiting candidates with traditional hiring methods have always been a rollercoaster ride for HR professionals. Aiming to achieve the result-driven approach, traditional recruitment way back then was put into effect by posting advertisements in the newspapers, conducting on-college campuses, job fairs, or relying on any other media.

E-recruitment has been around for years now and offers some significant advantages over traditional methods. This approach towards hiring has emerged as a method of finding new employees in today's fast-paced world where traditional recruitment is no longer possible because of technological advancements, thereby making it difficult for recruiters to find suitable employees for various positions.

Resolving the war for hunting the real talent, this proposed article reflects the pitfalls of the recruitment process, thoroughly evaluates traditional recruitment vs e-recruitment and goes the extra mile to find a solution to the real struggle for the HR team.

Sway The Slay Of Traditional Recruitment

Any recruitment process is a structured and planned approach to promoting and filling jobs. The goal is to assess an organization's needs, identify available talent, attract candidates and keep them motivated. However, with the changing business climate, and in the tough match played by traditional recruitment vs e-recruitment, recruiters have been forced to change their methods of identifying potential employees. The most common way to fill vacant positions involves what is known as traditional recruitment. Traditional recruitment involves advertising job openings within the company's desired location.

Though trustworthy, traditional recruitment methods have been time-consuming, incurring great costs and losing their shine over time. Functioning effectively for smaller organizations, traditional recruitment methods add a spotlight on a specific or targeted audience. This method of hiring candidates from the scratch focuses on the skills of the applicants and relies on the results added by the individual.

Bring Into Light the Black and White

Traditional recruitment which is associated with many benefits has been used for decades and continues to be a successful model. This method of hiring is completely based on the fact that the recruiter will be contacting all candidates and he/she takes time to evaluate each one.

It may be time-consuming, but this technique provides a more accurate picture of your job market and is considered by some to be the highest form of quality control. However, this method doesn't help to discover new talent, it's only good for bringing in current employees or expanding your existing talent pool.

Traditional recruitment can be advantageous for a few organizations that do not have as much available data about their candidates, or candidates might be reluctant to advertise themselves via social media platforms, in some cases.

Traditional recruitment provides organizations with a sense of security, allowing HR to focus on other necessary aspects of employment. These factors lead traditional recruitment to continue being an effective method for finding new talent.

The world has changed and the future shall be different from what we used to know. People have become gradually aware of the continuous changes in technology, which makes an individual comfortable with the changing world. Therefore, one way of maintaining a steady flow of employment is to use traditional recruitment. It is good enough for many people, but it also brings some disadvantages with it.

The first disadvantage is that not all employers have enough budget for hiring a good amount of candidates making it difficult for them to get selected employees in their desired positions. Next, new ways are being adopted these days for companies to take advantage of those who are on their website during certain times so they can hire them right off or at least be sure they will be hired soon.

A Glance Of The Advanced E-Recruitment Process

E-recruitment is the process of applying for certain jobs online. The process can be done in several ways, however, e-recruitments are used to fill open positions quickly by allowing applicants to self-submit direct resumes and cover letters to companies through their websites. This enables companies to bypass traditional gatekeepers like search committees and HR departments when looking for new hires. Companies often report that e-recruitment is an efficient way to find quality talent that may otherwise go unnoticed, particularly for jobs that require limited face-to-face interaction with potential employees.

The concept of E-recruitment is a kind of new one. But as the importance of technology in daily life grows, the idea of using communication channels through electronic media is becoming more popular. Through this, we mean Community Sites, Social Media, Online Applications and Digital Channels. For example, someone signs up for an online application form in which he or she can upload various documents like F.D.A certificate and C.V., which act as useful references during the job search.

Through this route, employers effortlessly understand their prospects better, which leads them to shortlist some candidates for interviews who show enough interest for the position posted by an organization. This overall process conveys an idea of a reliable candidate after assessing their performance during these interviews. Because of this reason, a lot of organizations utilize digital channels such as Facebook and Twitter to communicate opportunities available to potential employees through these channels.

E-recruitment is on the rise. In fact, many companies use some sort of e-recruiting nowadays. The E-recruiters have been around for longer than the internet though and numbers are ever-increasing as new people come online looking for opportunities. Traditional recruitment stands at a low percentage, though firms can exceed this by combining traditional recruitment with some e-recruitment elements such as live video interviews, overseas branches, student-specific recruitment events etc.

The way we see it, e-recruitment recruitment is gaining acceptance in recent times as a result of new technologies and the internet. It has many pros and cons, but one thing that has been proved is that it enables companies to save millions of dollars by eliminating the cost of hiring people. In addition to this, a lot of resources can be saved during the process too, because there are many people out there who do not even want to work anymore, so they can provide that service or opportunity online instead.

Traditional Recruitment vs E-Recruitment - Get Ahead Of The Times

In the battle of traditional recruitment vs e-recruitment, the latter is helping the recruiters to reach out to people too soon and in a finer way. You can touch base with a wider pool of candidates compared to one that posts job ads in newspapers, magazines, or electronic job boards.

Traditional recruitment is one of the oldest ways of hiring and screening candidates and works well for many industries that do not use technology in their job search. Having said that, e-recruitment can be complicated for candidates who want to break into new industries with little or no experience.

Considering that E-recruitment is more efficient than traditional recruitment, it is witnessed to cut down your start-up costs associated with traditional hiring methods and staffing needs. Into the bargain, this recruitment method is also known as more cost-effective and environment friendly because it does not involve any chemicals or toxic waste.

Every day, Allday, Hire In A New Way, On The Dynamic E-Recruitment Rampway

Traditional recruitment using job boards and paper applications is no longer reliable, especially as recruiting teams face more technical applicants. It is an unorganized, uncontrolled and inefficient way of hiring for your company. While this is the most common way to hire for many organizations, it limits the number of people who apply for certain positions, as well as how quickly you can identify talent when it’s most needed.

This is where e-recruiting gets into the picture by offering new ways to attract candidates and get a grip on the process for recruiters. E-recruiting allows you to source candidates from across the globe, whether they live where you are or not. This process authorizes you to build a database of potential employees who will align with your ideal candidate profile in terms of skills and work experience.

Putting in service the e-recruiting method makes it important to communicate with the recruiting team about four diverse aspects of how you want a hiring process to run.

Building a strong recruitment team

Yes, recruiting is indeed a complex activity and a tough role to play for the recruiters. Equipped with the proper knowledge, resources, training and tools that benefit the hiring manager and recruiter, your team also needs to communicate the process effectively with peers. And unlike many other types of work, recruiting requires periodic review to ensure ongoing alignment between company values and those of current personnel. As a consequence, you will be able to screen candidates and attract the best ones for your organization.

Adopting the right social media networks

Social media can be a powerful tool to connect with candidates. But it’s important to determine which social networks will be best performing for your business, and how you can make their best utilization for a greater impact. Depending on the nature and scope of your recruitment goals, you may wish to spend time developing and understanding the various functions that work with social media platforms such as Facebook, Google+, LinkedIn, Twitter and Instagram to discover which suits your needs best.

However, social media is also being used as a substitute for advertising in some cases. This can result in lost opportunities, missed job postings and ineffective recruiting efforts which all could be avoided with the right analysis of the candidate pool in your area.

Establish the reputation of your company

Making sure your website, job postings, and of your social media presence reflect the best aspects of your company and your culture will help build your reputation. Building a company reputation starts with delivering on the promises that you make in the recruiting process. Candidates should feel like they know the organization well before they apply.

Engaging brand presence, and developing relationships with potential and existing candidates can go a long way in fostering a positive reputation for the company, which can then lead to successful hiring results. Last, engaging in career-oriented digital media marketing is an excellent way for recruiters to spread the word about their organization and their values.

Communicate the right job description

This is a smart trick that can simplify the recruitment process. Emphasize providing detailed and accurate job descriptions to the candidate along with the recruitment process and the timeline of when applicants will hear back about their applications. Make the job description simple, direct, and clear, and highlight the key points of the job role to eliminate any unnecessary back and forth between you and the applicant regarding the position's details.

The traditional method of recruitment is for a company to use ads and meetings to attract new talent. The e-recruitment method uses social media, word of mouth, direct referrals and referral programs - all designed to help companies find candidates with the right skills. Communicate your understanding of why e-recruitment is an increasingly popular way of filling roles.

In Winding Up

In today's competitive job market, finding the right candidate for a desired position is not as straightforward as it may seem. Traditional recruitment vs e-recruitment can be quite different in approach, but they both offer advantages that every employer must consider.

We should recall that there is a big difference between traditional recruitment and e-recruitment. There are different types of assessments that have been made available by traditional sources to assess skills but not many companies have realized the importance of e-assessments in this context.

Traditional recruitment today is seen as outdated due to the emergence of technology and new trends. It is quick and easy, however, it does not provide the best fit for all employees. Talent sourcing will be more beneficial as all companies can use their criteria to find the best talent, thus a recruiting platform that can support talent sourcing will be most helpful in the future.

If you have been hearing about E-recruitment more often in recent times, you must understand our strategy and welcome with open arms the best practices when conducting an interview.

At HireQuotient, we believe in the right and effective approach to recruiting. And by doing so, we focus on addressing the needs of our clients and cater for the same for an impactful result. So, do not hesitate, we are here to proactively make solutions available on the widest range of topics, through online skill and video assessments.

Our goal is to bring close to 50% e-recruitment adoption. The current trend of companies from all industries and governments, to banks and publishing houses, to education, and start-ups, are all adopting this new way of hiring.

It cuts down on time spent going through resumes and generates more candidates with which one can compare and choose between them. Nevertheless, it ensures that contractors are happy and satisfied with their jobs, helps manage costs and labor problems during an economic downturn and increases employee retention.

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