What is e-recruitment and why is it important?

By Ricardo Singh
Updated: 20 May 2020, first publication: April 2020
how-to backgrounde-recruitment

Have you ever considered using e-recruitment for your recruitment processes?

Today, human resources departments use many digital tools for recruitment and this made way for the term “e-recruitment”. Just like career management or talent management, e-recruitment is a key lever for HR managers.

If you recruit candidates frequently, online recruitment software can save you a lot of time and it promotes collective decisions.

But, what is e-recruitment? What are its advantages and disadvantages? And, what are the best recruitment systems?

Here is our complete guide to e-recruitment:

What is e-recruitment?


E-recruitment, also known as online recruitment refers to using cloud-based recruitment software, web-based resources and other technology to find, attract, interview and hire new personnel.

The purpose of e-recruitment is to make recruiting processes more efficient and less expensive. And, by using e-recruitment, HR managers can reach a larger pool of potential employees and speed up the hiring process.

Types of online recruitment methods

More and more people use the internet to find jobs and gather information on companies before job interviews. By having a strong presence on the internet and using online recruitment methods, businesses can receive a large number of candidates and manage their recruitment process seamlessly.

The most common types of online recruiting methods include:

  • sourcing potential candidates on professional social media platforms
  • using an applicant tracking system
  • interviewing candidates online via video conferencing software
  • using online testing via surveys and questionnaires
  • creating job boards to advertise job offerings

What are the advantages and disadvantages of e-recruitment?


Source the best candidates

Sourcing candidates covers all of the steps prior to a job interview, this includes:

  • profiling the ideal candidate,
  • writing the job description and job offer,
  • sharing job boards,
  • identifying the best candidates.

© Hello Talent

Improve the employer brand

The candidate's experience begins as soon as he or she starts looking for a job. The latter will try to evaluate, through information found on the web, the values of your company and its HR management during recruitment, working contexts, and leave management.

This is why it is important to have a good employer brand across social media platforms and with your employees, who are ambassadors of your brand.

By highlighting your employer brand (corporate culture, strategy, values, etc.), you attract candidates who are not only interested in the position but also tempted to join the collective adventure offered by your company.

Similar to inbound marketing, inbound recruiting will allow you to attract more qualified job candidates and make them come to you rather than go looking for them.

To stand out from the competition, we recommend personalising your exchanges with candidates at each stage of the recruitment process (making contact, test phase, follow-up, etc.). And do not forget that they are also potential customers: a bad candidate experience impacts their consumption and their overall relationship with the company.

Share job boards

By sharing job boards on social networks, job sites, recruitment agencies, and alumni networks, you will be able to attract as many candidates as possible.

That being said, this operation can be time-consuming. However, with recruitment systems, you can do this within a few clicks. All you have to do is create your job board, and publish it once and the software takes care of sharing the ad to the sites you have chosen.

Manage recruitment processes

Process and sort all of the resumes and cover letters you receive, whether they come from job boards, the recruitment page of your website or even unsolicited applications. With e-recruitment, everything is centralised to help you follow-up applications in record time.

You will also find a history of exchanges with candidates and with the other employees in charge of recruitment to make sure that you don't lose any information.

Moreover, if you decide to reject candidates, you will still leave a positive image of your company because you took the time and consideration to answer the candidate.


As you have seen above; there are many benefits to using e-recruitment, however, there are a few disadvantages as well.

Here are some of the main disadvantages of using e-recruitment:

Difficult to measure its efficiency

Not all e-recruitment systems offer an in-depth analysis of your job postings therefore, it can be hard to figure out what is and isn’t working and what you can improve.

Attracts fraudulent applications.

Some competitors may use fraudulent applications to get information about your company or the HR manager. And, you can receive spam messages from people who want to promote a service or product to your company.

Too informal

For executive roles, some companies believe that online job postings, especially on social media, can give off a negative image. Therefore, if you are looking for someone to find a qualified person to fill in this position, we would recommend advertising the job board in a reputable recruiting company and not on social media.

What are the top 3 e-recruitment systems?

After comparing many e-recruitment systems, here are 3 of them that we recommend using:


Recruiterbox is an applicant tracking software that provides tools to collect, parse, search, and manage resumes.

With Recruiterbox, you will be able to skip the manual upload process and automatically collect resumes from your email attachments.

Moreover, all of the data on your candidates is stored in one central management system, ensuring that none of your candidates falls through the cracks. Its dashboard will save you time and tell you where each of your candidates is in the hiring process.


Applicant Tracking (ATS) Software
Learn more about Recruiterbox


As a recruiter, you may decide to involve other people in the employee selection process, whether they are other managers or potential future colleagues of the person applying for the position.

Comeet is a collaborative recruiting software that lets employees and recruiters work together to identify the ideal candidates for their teams.

Comeet connects everything involved with recruiting. This includes all the people, processes, services and resources that are involved during recruitment. And, with this solution, you can assign tasks to specific recruiting teammates.


Collaborative Hiring Platform
Learn more about Comeet


Recruitee is an intuitive recruitment software that lets you create a career site, manage job offers and candidates, streamline the work of employees and analyse HR performance.

From creating an employer brand to promoting jobs, recruiting talent or tracking candidates, Recruitee helps teams automate and optimise their recruitment efforts to attract the best talent.


Optimize and automate your recruitment process
Learn more about Recruitee

Are you ready to find your hidden gem?

Recruitment is not a simple procedure, it must be prepared in advance to find the best candidates and make them part of your company.

Today, there are many recruitment solutions that streamline costs while providing new opportunities for talent recruitment. Small and medium-sized businesses can use these solutions to improve their recruitment process and find their hidden gem.

Transparency is an essential value for Appvizer. As a media, we strive to provide readers with useful quality content while allowing Appvizer to earn revenue from this content. Thus, we invite you to discover our compensation system.   Learn more
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