The Future of E-Recruiting and Virtual Human Resources


The rise of the Internet has had a significant impact on the methods that organizations use to find new employees. Where in the past employers had a smaller scope of candidates from which to hire, e-recruiting has expanded the playing field, allowing for applicants from all over the world to seek opportunities. While this new method of hiring has many benefits for employers, there are still challenges when it comes to finding talent that is the right fit for a company.

Companies Turning to E-Recruiting

E-recruiting involves the use of electronic resources to assist in the hiring process. By utilizing the Internet to connect to potential applicants around the world, companies have been able to reduce the time and cost associated with recruiting talent. There are many job sites available for posting employment opportunities, which provide organizations with a wide range of possible candidates to fill their needs. Companies can implement e-recruiting in several ways. They can formulate their own e-recruiting platforms in-house to be managed by human resources personnel within the organization; use e-recruitment software that fits their particular needs; or retain a recruiting agency that can help advertise and manage available open positions.

The benefits of e-recruiting include easing the financial burden of the recruiting process, and increasing efficiency and convenience for both companies that have open positions and job candidates who are seeking employment. By using e-recruiting tools, organizations are able to specify location, seniority, and other qualifications and requirements within niche areas into the system and then collect the resumes that come in.

Digital Resume Checking

E-recruiting makes it easier for job seekers to fill out applications, and for employers to receive their resumes. However, digital resumes compared to print resumes offer different challenges. Digital resumes can be smoothly integrated into automated processes for storage, searching, comparison, and ranking. Digital resumes also provide companies with a simpler method to transfer content to various systems. While the screening process is aided by digitization, companies often receive a greater number of digital resumes, often with an increase in both suitable and unsuitable applicants. Sorting through and organizing these job responses can require a large amount of time.

Virtual Human Resources

The field of human resources has evolved along with the use of e-recruiting. The addition of new technology, software, and social media has resulted in the utilization of virtual HR platforms that are available for the benefit of both employees and HR professionals alike. Employers can use virtual HR as a means to increase employee engagement, allowing the company to more easily and efficiently access and maintain their employee data. Human resources staff may benefit from virtual platforms that assist in maintaining employee information, automating everyday administrative tasks, and recruiting new staff.

The Impact of Social Media

Social media has substantially changed how HR professionals market their companies to attract new talent. The concept of employer branding is gaining significance in the HR field. Organizations are looking to create and tell their unique story to give prospective hires an intimate visual experience of their company’s culture, team organization, and distinctive opportunities.

There are many social media platforms that enable companies to develop and share their employer brand. Facebook is one of the most popular platforms, with 1.23 billion daily users as of December 2016. Employers can create a Facebook page for their company as an opportunity to market and share their company message. For recruiting purposes, Facebook can be used to post job opportunities and to gain a better understanding of the personalities and interests of job applicants.

LinkedIn is the world’s biggest professional network and one of the best recruiting tools for organizations. There are over 500 million people in more than 200 countries who are active members on LinkedIn, providing employers with a valuable resource for finding qualified professionals. Companies can create their own profile highlighting their company message, post open positions, look for potential candidates by searching keywords and receive recommendations from reliable sources.

Tips for Finding the Right Employees through E-Recruiting

Invest in Social Media Recruitment

Social media provides an opportunity for organizations to reach millions of talented candidates. Also, establishing and maintaining an enticing and relatable company brand can provide positive exposure and help attract applicants.

Be open to new resume forms

Digital resumes are becoming common with the rise of e-recruiting; however, there are other platforms that companies can use to find employees. Depending on the role, new formats such as video resumes can offer a unique look into a candidate’s personality.

Offer part-time and similar opportunities

Many applicants today are interested in freelance and part-time work to supplement their current job. This is a consequence of the growing ‘gig economy,’ where individuals are looking for job flexibility and in some cases to be their own boss. Organizations that are willing to hire workers for freelance, contract, or part-time employment may open themselves to talented individuals who are unable to make a full-time commitment.

E-recruiting has the potential to help employers save time and resources when hiring new staff, as well as allow prospective applicants to ability to easily search for and apply to numerous roles. Due to the popularity of social media, companies are able to more actively reach job seekers, instead of relying on candidates finding them. Companies that are seeking the brightest and best fit employees must take the necessary steps to be successful in today’s world of talent acquisition. That includes developing their employer brand, leveraging e-recruiting systems, implementing social media strategies, and proactively selling themselves to employment candidates.

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