Recruitment strategies – especially for IT businesses – will routinely include at least one online component. Posting jobs online is automatic, as they’re quick, much less expensive than print ads, and reach a wide market – especially of IT professionals. General careers information are on the corporate websites of more and more companies; advertising for specific vacancies are also common.

But posting jobs and listing careers information is merely a way of complementing other means of advertising jobs. Indeed, with the possible exception of some specialist IT and dotcom companies, traditional press advertising, recruitment agencies and word of mouth are still the most important sources of new recruits for most organisations. Moreover, when it comes to selection processes, human judgement, exercised in a fair and consistent way, remains the decisive element.

But still comes the observation that truly effective online recruitment could be happening in as little as 10% of the top blue-chip corporate companies. What is it that they’re missing?

The Opportunities

The real strength and power of online recruitment lies in harnessing Internet technology to not just attract candidates but to deal with them too. The advantage of the internet is its global reach – but this could also lead to hundreds of cvs to go through manually. This could become a liability should candidates become frustrated waiting for a response. Use the internet to streamline the recruitment process - so your busy colleagues in HR can use time saved to offer a better recruitment service in other ways.

1. Screening Tools
   Many job sites offer the option of entering questions which candidates must respond to in order to apply. Flexibility is normally available so that you can decide whether candidates can apply regardless of their responses, or they are simply advised that they do not meet the minimum specification of the role. For you as the employer, you should be able to view the responses to questions, which assist you in making an initial shortlist.
   
2. Sifting, Sorting & Grading Tools
   Sifting, sorting and grading tools are also available in many applications currently available. These vary by system, but generally will allow you to mark those candidates you would like to speak to, those for interview, and for those you wish to reject you can select a previously prepared standard reject letter at the click of a button.
   
3. Database of Human Capital
   Another benefit available through the internet is when candidate information can be held on file in your own searchable CV database. So if someone is not quite right for the job for which they're applying, you can see if their skills and profile match another job better. You can generally add new candidates to these systems as well, so your online database can be your entire candidate database. And as it is online it is accessible by all your office locations, providing a global resource.
   
4. Linking to your Human Capital Database
   Through some sites you can receive job applications online and then pull the data into your internal recruitment management software system, again streamlining their administration.

With cost, resource and timesavings as the key drivers, internet-based screening, assessment and cv management is seen as a significant benefit to HR departments. Take time to research the options. Talk to some professionals in the marketplace. Look for someone who can prove they have the right combination of media knowledge, buying power and software skills, making sure they will take time to understand your needs so you can invest in a partnership rather than a simple buyer/seller agreement. But take a look at what else online options there are for your recruitment practices. It may dramatically help your work/life balance.

Article by:
Harry Dhebar
Consultant, Hudson IT
Tel: 020 7187 6163