What is e-recruitment?

A company career page explains the employer and its vacancies. Job boards, aggregators and social channels can direct candidates to that information or an application.

Keep the message accurate across the channels you use. The job aggregator guide explains how to review listings from several sources; the social media recruiting guide covers planning contact on social channels.

An applicant tracking system, or ATS, helps organise applications and hiring stages. E-recruitment is the broader process: a social post, vacancy page and application form can all be part of it, alongside the system the team uses to follow up.

For example, imagine an open-banking company recruiting an Implementation Manager. Its vacancy explains how much of the role involves customer conversations, technical coordination and provider relationships. The recruiter checks that the job-board listing and application page describe the same responsibilities, then names the interview participants and explains the next stage to applicants. This is an illustrative hiring scenario, not a customer case study. See the open banking employee journey for the people who contribute before and after the hire.

An online application can collect the information needed for the role and give recruiters a record to review. Candidate tracking helps the team see where an application is in the process.

Test the form and instructions before advertising the vacancy. Check that the information requested is relevant and that the candidate knows how the process continues. Keep a person available for questions.

Recruitment tools can organise the information and contact around interviews. Agree the role requirements and how the hiring team will record and discuss relevant feedback.

In CapoFine, Hire keeps structured feedback after interviews. The hiring team uses that feedback when discussing the decision. Use the candidate experience guide to review the clarity and timing of the conversations around it.

Digital recruitment can make vacancies accessible across locations and support application administration. Check the actual channel charges, software costs and team effort in your own process rather than assuming online recruitment is free.

Technical problems, confusing forms and impersonal communication can still occur. Review those issues with candidates and the team responsible, then fix the part of the process causing the difficulty.

Once the offer is accepted, the person needs practical preparation, introductions and role learning. Digital onboarding material can support that welcome, alongside contact with managers and colleagues.

Use the preboarding tips guide to plan the handover. Keep hiring and onboarding responsibilities clear so the new employee can find the person and information they need at the next stage.