Taking your business online can be a challenge, but it doesn't have to be. Online recruitment is pretty effective in hiring the right candidate. Just avoid these 7 mistakes, and you're good to go.

Businesses rely on the internet to choose the right candidate, now more than ever due to the pandemic. They are increasingly relying on social media platforms like LinkedIn, Twitter, Facebook, Glassdoor and Indeed. Crafting an online recruitment procedure is worth it; just avoid these 7 mistakes, and you're good to go. According to a global survey of hiring decision makers in North America, 58 percent of the respondents regarded social professional networks as a source for quality hires.

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  1. Not building an accurate job description.

When you create a job description, you need it to be entirely accurate and precise. Your job posting should clearly state the candidates' duties, their role, purpose, and the things they will be responsible for in the organization. Through this they get a clear understanding and will only apply if they can fulfil those requirements. This way, you only contact candidates who are serious and well-suited for the job.

  1. Using the pre-made content in emails

To make the job candidate feel recognized and valued, you need to create personalized emails to inform them of their progress. They should be tailored explicitly around that individual. It is also very beneficial in establishing a healthy relationship between the candidate and the company.

  1. Keeping your candidates informed.

When going for an online recruitment procedure, it is essential that you keep interested candidates informed at all times. A well-drafted email would suffice in giving them the necessary details pertaining to the process. Not receiving a reply can be overwhelmingly bad for candidates. You need to keep them updated, even if they are not selected.

  1. A very long hiring process

Having prolonged hiring processes can be strenuous for both the hiring company and the candidates. A company might miss out on the perfect candidate just because they had to wait too long, and during that time, another company hired them. A long screening process makes the recruiting company seem disinterested in the process.

  1. Lack of Attention-grabbing content

You need your job post to be exciting and engaging. Most people browse social media for fun; seeing a dull ad wouldn't grab their attention. This way, you would miss out on a potentially good candidate. Your job posting needs to pop. It needs to speak for itself and grab the reader’s attention.

  1. Weak team structure

Before starting with the process, the recruitment team needs to be on board with each other. They should collaborate to invent a seamless recruitment process. HR teams and hiring managers must manage effective communication with each other and work closely together.

  1. Not disclosing enough information.

Businesses have their doubts when posting online. They don’t share too much information, thinking where it might get them. However, this might not always be beneficial. The candidate needs to know about the company; being too confidential might steer them away. By being open in the job description, the candidate can make the right decision regarding the job.

Additional Resources on "Taking your hiring online? NEVER make these 7 mistakes."

  • Advantages & Disadvantage of Online Recruitment - Do you use online recruitment in your recruiting processes? There are both advantages & disadvantages of online recruitment to keep in mind. (topechelon.com)
  • Your Approach to Hiring Is All Wrong - Outsourcing and algorithms won’t get you the people you need. (hbr.org)
  • 90% of Employers Consider Applicant's Social Media Activity When Hiring - If you want to hire top talents for your small business, you should look beyond the resumes of the potential candidates. According to a new survey, 90% of employers find social media important (smallbiztrends.com)
  • Social Media Screenings Gain in Popularity - businessnewsdaily.com - Employers are increasingly looking to job candidates' social media profiles to determine whether they are a good fit for vacant positions. (businessnewsdaily.com)
  • Recruiting Internally and Externally - The fundamental concepts that apply to both internal and external recruiting. (shrm.org)
  • 5 Ways Recruiters Find Candidates - Jobscan - Whether they work for an agency or a company, most recruiters use a combination of these five techniques to find candidates. (jobscan.co)
  • Advantages & Disadvantages of Using the Internet for Employee Recruitment - Advantages & Disadvantages of Using the Internet for Employee Recruitment. The Internet has transformed the way many people work, including business managers and human resource professionals, who have to weigh the advantages and disadvantages of using this medium to recruit employees. According to s... (smallbusiness.chron.com)
  • 11 Effective Employee Selection Methods To Start Using Today - Harver - What are the most effective ways of making sure you're hiring the right employees? Start building a solid candidate selection process with these 11 methods! (harver.com)
  • How to Hire the Right Person - Over the course of speaking with almost 500 leaders for my weekly “Corner Office” series, I’ve asked every one of them, “How do you hire?” Their answers are always insightful because after years of interviewing countless job candidates, they’ve learned the best approaches to help them get right to t... (nytimes.com)
  • 13 Ways to Ensure You Always Hire the Right Person - Ready to hire an employee for your business? Hiring the wrong person can be a costly, inconvenient mistake—so here's how to find the perfect fit. (articles.bplans.com)
  • Coronavirus hiring: How recruiters are selecting and interviewing job candidates during the pandemic - In an age of remote work and social distancing, recruiters are using text messaging and social media networks like LinkedIn and Instagram to engage prospective hires. (cnbc.com)
  • 10 Methods for Screening Candidates - Which Is The Most Efficient? - Toggl Blog - Sorting through the noise and finding all-star performers among your candidates can be rather daunting. There's a better way. (toggl.com)

Related Statistics

  • Out of all Americans searching for jobs, 79% use online resources . (topechelon.com)
  • In fact, one study found that a 30-45 minute commute increased the probability of employees quitting by more than 92%. (topechelon.com)
  • 98% of employers, as the survey states, conduct background research about candidates online to know more about them. (smallbiztrends.com)
  • Almost 43% of HR professionals rely on Google to research job applicants. (smallbiztrends.com)
  • In fact, 90% of employers believe that social media is important to assess job candidates, as the survey states. (smallbiztrends.com)
  • According to a 2018 survey , 70% of employers use social media to screen candidates during the hiring process, and about 43% of employers use social media to check on current employees. (businessnewsdaily.com)
  • About half of employers – 47% – said they wouldn't call a person for an interview if they can't find them online. (businessnewsdaily.com)
  • More than one-quarter of employers say it's because they like to gather more information before calling a candidate, and 20% say it's because they expect candidates to have an online presence. (businessnewsdaily.com)
  • Just 24% of those surveyed check social media to search for reasons not to hire someone. (businessnewsdaily.com)