For years, large enterprises have been incorporating online recruitment methods into their talent strategies. These companies have been increasingly successful using the Internet as a primary recruiting ground, especially in attracting top-performing candidates who are actively employed in other jobs. In order to remain competitive, now is the time for small and mid-size companies who have not yet embraced online recruiting to do so. This white paper discusses topics that HR Managers need to know to understand the growing importance of online recruitment, and to create strategies that fully utilize the Internet as a key source of highly-qualified applicants. This paper also introduces e-recruiting software as a key tool to help your organization automate the various aspects of the recruiting process, integrate Internet resources and methods, and save money by reducing cost-per-hire and time-to-hire.

1. What every Recruiting Manager
needs to know about
Online Recruiting
What every Recruiting Manager needs to
know about Online Recruiting

2. What is online recruitment?
Any recruitment activity that uses the Internet as the primary medium of
communication is covered by the term "online recruitment".
This may include :
• Company Websites
• Recruitment Websites
• Job Search Engines
• Niche Job Boards
• Business Networks
• Social Networks
• Online Employee Referral System
What every Recruiting Manager needs to
know about Online Recruiting

3. Need for Proactive Recruitment
• A survey by the Aberdeen Group in 2005 found that 80% of HR
executives were more concerned about finding and retaining talented
employees than any other strategic HR challenge.
• The same challenge was reiterated in Aberdeen’s January 2013 Human
Capital Management Trends report. It found that 57% of organizations
felt that talent acquisition was the most important HCM process to the
organization’s ability to execute business strategy.
Given the importance of recruiting, organizations today must ensure
they do everything possible to get the best candidates on board.
What every Recruiting Manager needs to
know about Online Recruiting

4. Why Online Recruitment?
The ever increasing popularity of the
use of the internet
to
seek
information is not restricted to the
school and college going kid looking
for answers, or the researcher
working on his research. It spans
generations
and
geographical
regions worldwide.
What every Recruiting Manager needs to
know about Online Recruiting

5. Why Online Recruitment?
• Using the internet helps in attracting top performing candidates,
who may be actively employed in other jobs.
• It improves market reach taking it to a bigger audience, since it
covers a wide geographical area and does not remain limited to
the local readers or viewership unlike other methods of
recruitment.
• It helps even small and mid-size organizations remain competitive
in today’s economy, often providing an alternative to outsourcing
and use of Employment agencies.
Talent Acquisition is at the heart of talent
management for most organizations
• It saves time by speeding up each step in the recruitment
process. Questions are answered in seconds and information is
delivered instantly, making the whole recruitment process quick
and direct
What every Recruiting Manager needs to
know about Online Recruiting

6. Why Online Recruitment?
• It is cost effective, reducing the cost per hire and proves beneficial
to aid stretched budgets.
• It helps integrate internet resources . CVs are emailed, interviews
are scheduled and sometimes even conducted online. It thus makes
it possible to handle higher volumes.
• Money, manpower and paper are a few of the resources saved in
this process adding value to it in the environmentally conscious
modern times.
“…..new solutions that combine the idea of an
online 360-degree assessment with
traditional reference checking have become a
new weapon in the war for great talent “
• The additional flexibility provided by the online transactions
improves the quality of candidate experience and gives the
recruiting manager greater control during the process.
What every Recruiting Manager needs to
know about Online Recruiting

7. Why Online Recruitment?
• Online recruitment options often give employers branding
opportunities.
• It also allows for building of a robust data base for future use.
Every Recruitment Manager needs to understand the value of online
recruitment and consider how best heshe can use this trend which
offers a financially viable alternative to traditional methods of
recruitment.
What every Recruiting Manager needs to
know about Online Recruiting

8. Exploring some Options
A. Company Website
A company’s website could be the first point of information about an opening.
• It should act like a “virtual walk-in” where a direct link is provided to the
company’s career page.
• The number of clickssteps to reach the job description should be minimal.
• The specific openings for ‘A’ candidates, women, minorities and interns
should be clearly stated.
• It needs to give complete information about the job – the benefits offered,
employee testimonials and career progression.
• It should also provide information regarding the corporate culture and any
community involvement projects to prospective employees.
What every Recruiting Manager needs to
know about Online Recruiting

9. • It must take into account prospective employees from other regions and
provide information specific to the local area or any pertinent diversity
issues.
• A step up would be if the organization would confirm receipt of applications,
thank candidates for their interest and inform them of the next steps.
• This could also be followed up by an update on the status of their
applications.
B. Job Boards
• Research data showed that 84% of organizations post jobs to one or more
online job boards as part of their recruiting efforts .Organizations that do use
online job boards report significantly greater improvement across key
recruitment measures than those that do not.
Source: Aberdeen benchmark report, Talent Acquisition Strategies 2009
What every Recruiting Manager needs to
know about Online Recruiting

10. C. URLs
• Uniform Resource Locators or URLs are easily available to any company to
create a website and use the “world wide web” to promote job openings.
• They provide an economical and easily available means for global coverage to
small and medium scale organizations.
D. Business and Social Networks
• Networks like LinkedIn formed through business and social connections, use
a chain of mutual acquaintances to provide a large pool of skilled potential
candidates who may or may not be actively looking for new opportunities.
• These provide an opportunity for recruiting managers to act as headhunters
or even draw out passive job seekers who might possess skill sets suited to
specific jobs.
What every Recruiting Manager needs to
know about Online Recruiting

11. E. Blogs
• This is a low cost user friendly way to spread information to potential
employees.
• It can improve market reach as it is linked with other blogs and tends to get
passed on through acquaintances..
• It adds a human touch to the electronic medium.
F. Recruiting Software
• These are complete application tracking systems which are designed to help
staffing recruiters fill jobs quickly and efficiently thereby boosting recruiting
productivity.
What every Recruiting Manager needs to
know about Online Recruiting

12. G. Employee Referral Tools
• Wikipedia defines Employee Referral Program as an internal recruitment
method employed by organizations to identify potential candidates from the
existing employees' social networks.
• It attracts quality candidates who may not apply through traditional
channels.
• Referred employees have higher retention rates and increase employee
engagement in the company. A good referral program starts with creating a
work culture that has a positive employer brand.
What every Recruiting Manager needs to
know about Online Recruiting

13. Advantages of
Employee Referral Program
• One of the most productive hiring techniques using company’s
current employees to refer prospective candidates
• High Success Rate of Employee Referrals with improved Interview
to Hiring Ratio
• Improved candidate quality & fitment
• Stability and loyalty towards organization
• Highly cost effective compared to other hiring methodologies
What every Recruiting Manager needs to
know about Online Recruiting

14. Factors enabling success of
Employee Referral Solutions
• Employee Awareness
• Keeping Employees Involved
• Simplicity of understanding the program
• Effective use of the social network
• Relevant Reward Schemes
• Making it fun & competitive
• Timely feedback
• Employee referral tracking software goes a long way in streamlining
the process as also providing the necessary checks & balances
What every Recruiting Manager needs to
know about Online Recruiting

15. Proactive Recruiting
• A Recruiting Manager needs to work within his/her budget
constraints and usually with a timer always ticking away in
the background.
• In todays competitive market he/she needs to be proactive.
He/she has to be aware of and willing to use all the tools
available to him to both seek out and retain skilled talent.
What every Recruiting Manager needs to
know about Online Recruiting

16. Sources
• Aberdeen Group, “The HR Executive’s Agenda,” September 2005
• Aberdeen Group, “The Human Capital Management Trends,” January 2013
• Online Reference Checking: Assessing the Full Picture of Candidate
Performance
• Research Brief, July 30, 2013
• Mollie Lombardi
• Aberdeen benchmark report, Talent Acquisition Strategies 2009:
• http://blog.openviewpartners.com/benefits-of-employee-referral-programs/
• http://www.joeapfelbaum.com/2013/05/how-to-create-a-positive-corporateculture/
What every Recruiting Manager needs to
know about Online Recruiting

17. About Zalp
ZALP is a unique SaaS (software-as-a-service)
based social employee referral software
designed to help organizations efficiently
source the highest quality candidates through
the most valuable source of recruitment–
Employee Referrals.

18. About Zalp
Empowered with breakthrough features that
tap into the full potential of Social Media and
an extremely user friendly interface, ZALP is
every organization’s perfect Social Employee
Referral and Social Recruiting Software.
ZALP helps organizations boost their employee
referral output by upto 72%
%

19. Why Zalp
7 easy and convenient ways to refer
The success of any employee referral program depends on one primary factor:
Employee Participation
ZALP gives employees not one but seven easy and convenient
ways to make referrals. This ensures increased employee
participation like never before.
ZALP’s social media integrated features make the referral
process for employees not only easy but also fun.

20. For more information, visit
www.zalp.com
To book a free demo, drop a mail to
info@zalp.com
www.linkedin.com/company/zalp
www.facebook.com/zalp03
www.twitter.com/zalptweets
You may also call us for any other assistance
1-866-217- 1267

21. Do you already have an
Employee Referral Program?
Get a personalized indexing report for your organization that helps
you benchmark your referral program against industry leaders and
understand key performance indicators better.
Register now »
ER-i is the first ever initiative on employee referrals that brings together recruitment leaders
from all across the world to set the benchmarks of an employee referral program.