Last updated on August 11th, 2025
In today’s fast-paced business environment, e-recruitment has become a popular and efficient way for companies to find and hire new employees. However, as with any new technology, there are pros and cons to the e-recruitment process. In this blog post, we’ll examine these ups and downs and discuss how employers and recruitment process outsourcing companies can maximize the benefits while minimizing the drawbacks.
From the cost savings and speed of the process to the potential for bias and lack of personal interaction, we’ll explore the critical considerations for businesses and recruitment process outsourcing companies looking to use e-recruitment in their hiring process. Whether you’re a small business owner or an HR manager at a large corporation, keep reading to understand better the e-recruitment process and how it can benefit your company.
Table of Contents
Understanding the e-Recruitment Process: A Step-by-Step Breakdown
Benefits and Challenges of E-recruitment
E-Recruitment Use Cases for Different Business Sizes
How to Overcome Challenges of E-recruitment?
Overcoming Challenges of E-recruitment as an Employer
Common Misconceptions About e-Recruitment
How to Overcome the Challenges of the E-recruitment Process as a Candidate?
E-Recruitment vs Traditional Recruitment: Key Differences
How to Prepare for an E-recruitment Process?
Frequently Asked Questions (FAQs)
Recruit Ninjas – Your Perfect E-recruitment Process Partner
Why Should You Make Recruit Ninjas Your Recruitment Partner?
Understanding the e-Recruitment Process: A Step-by-Step Breakdown
The e-recruitment process uses digital tools and platforms to streamline hiring. Here’s how a typical e-recruitment system works:
- Job openings are posted on online portals or company career pages.
- Applications are received and filtered through Applicant Tracking Systems (ATS).
- Pre-screening assessments or online tests may be conducted.
- Virtual interviews are scheduled and held over video conferencing tools.
- Final candidates are selected and onboarded digitally.
This structured flow helps Aimprove hiring efficiency and is widely used across industries.
According to Capterra research, 75% of recruiters and hiring professionals now rely on an Applicant Tracking System (ATS) to streamline and manage their recruitment process.
Benefits and Challenges of E-recruitment
E-recruitment presents challenges for job seekers and employers. However, it can also be a significant step for businesses and recruitment process outsourcing companies. Here’s a closer look at its importance and the challenges that come with it.
E-recruitment Advantages
In no order of importance, listed below is the importance of e-recruitment.
1. Time-Saving
As its name suggests, electronic recruitment is done using an electronic medium. When the e-recruitment process is online, it saves a lot of time for both the candidate attending the interview and the employer looking to hire the right candidate for the job. The candidate will be provided with a time slot for the interview, and both the candidate and the employer must be available on the respective platform at the stated time.
Post the pandemic, several employers and recruitment process outsourcing companies are exploring the various e-recruitment options they can use to save valuable production hours. In addition, the candidates attending the interview save time as they do not have to participate in the discussion in person.
2. Cost savings
Besides saving the job aspirant and recruiter time, the e-recruitment process is cost-effective for both. While the candidate does not have to spend money on transport to visit the interview venue, employers and recruitment process outsourcing companies do not have to spend money to set up the physical space for the interview.
3. Accessible to Filter According to Preferences
One of the essential features of e-recruitment is it gives the employer and the employee the option to filter as per preference. The employer knows what candidate will fit the vacancy. Some employers pass on this process to recruitment process outsourcing companies. Here, the organization gains access to a pool of experienced recruiters who bring industry knowledge, market insights, and the latest e-recruitment trends.
Similarly, every job seeker will have their own priorities. Thus, candidates can be easily filtered depending on what the recruiter seeks. Companies can also be filtered based on individual job seekers’ preferences. The employer can screen and shortlist candidates for the following e-recruitment process.
The employee can hand-pick the companies on the recruitment platform. Electronic recruitment is a win-win for both parties.
4. Check the Candidate’s Credential Online
One of the opportunities the e-recruitment process offers is allowing the employer and recruitment process outsourcing companies to check candidates’ credentials online. One of the best ways to do this is while the employer is interviewing the candidate; the former can check the latter’s social media presence.
The employer can subsequently visit the candidate’s social media profile(s) and look at it. However, if the employer checks the candidate’s credentials while the candidate is present for an in-person interview, some candidates might label it unpleasant.
Now that we have discussed the importance of e-recruitment, let us read through the most common challenges of e-recruitment.
E-Recruitment Use Cases for Different Business Sizes
Different organizations adopt the e-recruitment process based on their size, needs, and available resources. Understanding the e-recruitment advantages and disadvantages for each business type helps tailor hiring strategies more effectively.
Small Businesses & Startups
One of the biggest advantages of e-recruitment for small businesses is affordability. These companies often rely on e-recruitment systems to reduce hiring costs while gaining access to a wider, more diverse talent pool without the need for extensive internal HR infrastructure.
Mid-Sized Companies
These organizations benefit from the automation and scalability of e-recruitment platforms. By streamlining tasks like resume screening and interview scheduling, mid-sized businesses can reduce time-to-fill and focus on strategic decision-making.
Large Enterprises
Larger companies often have high-volume hiring needs. Full-scale e-recruitment systems allow them to manage complex recruitment workflows across departments. Despite the many advantages of e-recruitment, large organizations must also manage challenges such as maintaining the human touch at scale and ensuring a consistent candidate experience.
Whether you’re outsourcing recruitment or building internal hiring capabilities, knowing the e-recruitment advantages and disadvantages allows you to adopt the right approach for your company’s size and hiring goals.
Challenges of E-recruitment
The most common difficulties of e-recruitment are listed in no preferential order.
1. Lacks Human Touch
All types of e-recruitment lack a human touch. The electronic recruitment process is virtual. Thus, the candidate appearing for the job interview and the employer do not physically contact each other. In the e-recruitment process, employers and recruitment process outsourcing companies can miss out on judging the candidates. In addition, the body language of the potential candidate cannot be read in the electronic recruitment process.
2. Not Suited for the Non-technology Friendly
While technology has come a long way in offering respite, the various forms of technology in many work sectors can disadvantage those unfamiliar with how to use it. For example, candidates appearing on the recruitment platform for the virtual recruitment process can be at a disadvantage if they lack knowledge of technology.
3. Difficult to Determine the Mental and Physical Health of the Candidates
For employers and recruitment process outsourcing companies, it becomes difficult and impossible to determine the physical and mental health of the workforce in the e-recruitment process. It is one of the biggest challenges of the e-recruitment process. Since the process is virtual, the candidate can effortlessly hide a few aspects. However, if the interview process is face-to-face, the person interviewing can judge the candidate. If the interviewer suspects something is amiss with the candidate, the interviewer can politely question the candidate about it, and things can be sorted out instantaneously.
4. Difficult to Judge How Honest the Candidate Is
While working from home has advantages, the flip side is that this concept has drawbacks. During the e-recruitment process, it is challenging for employers or recruitment process outsourcing companies to determine how honest a candidate is.
Before appearing for electronic recruitment, a section of candidates undergoes training on cracking the e-recruitment process. It prepares the respective candidates to answer questions, besides training them on the do’s and don’ts of the e-recruitment process. Thus, judging when the candidate is being honest as employers or recruitment process outsourcing companies is challenging.
How to Overcome Challenges of E-recruitment?
While all of us embrace the advantages and opportunities of e-recruitment, we must learn how to overcome the challenges of e-recruitment. There are several challenges to the e-recruitment process. As an employer and as a candidate, one could encounter challenges. However, there are ways and means to overcome them. Listed below are a few of them.
Overcoming Challenges of E-recruitment as an Employer
As employers and recruitment process outsourcing companies, you can overcome the various challenges of e-recruitment. You can arrange to see the candidate face-to-face before taking the candidate on board at least once. It will help you judge the candidate, and this will also help you recruit the right candidate. Also, after the e-recruitment process, you can do a background check about the candidate. Another aspect is that you take your time to select a candidate to work for you. Take your time and give the right candidate time to consider the proposal.
As a business owner, you must be patient with the candidate. Even if the vacancy in your company needs to be filled as soon as possible, do not pressure the candidate to take the job. Also, since the entire process is virtual, you can consider recording the e-recruitment process as a whole in case anything goes wrong.
Common Misconceptions About e-Recruitment
Let’s clear up a few myths about the e-recruitment process:
- “E-recruitment is only for tech companies” → In reality, companies in retail, healthcare, manufacturing, and education also use e-recruitment systems.
- “It removes all human interaction” → Human touch still plays a major role during interviews and onboarding. Technology simply enhances the process.
- “AI handles the entire recruitment process” → AI assists in screening or assessments, but final decisions still rest with human recruiters or hiring managers.
Understanding these misconceptions helps businesses leverage e-recruitment more confidently and effectively.
How to Overcome the Challenges of the E-recruitment Process as a Candidate?
As a candidate, you will want to work with a reputed organization that has a good work culture, allows its employees to grow, and pays salaries on time. Information about the organization can be looked up online. However, as a candidate, another way to determine if you are working with the proper organization is to ask people who have worked with the organization or those associated with the organization. Talking with relevant people will mentally prepare you for the job. As a candidate attending the e-recruitment process, be cautioned to only partially trust the reviews you read online about the organization. Some of it could be true, though. Others could review that former employee of the organization who is not entirely happy working there.
E-Recruitment vs Traditional Recruitment: Key Differences
|
Criteria |
E-Recruitment |
Traditional Recruitment |
|
Speed |
Fast (real-time, automated) |
Slower (manual handling) |
|
Reach |
Global candidate access |
Local or regional reach |
|
Interaction |
Virtual/video interviews |
In-person discussions |
|
Cost |
Lower (reduced logistics) |
Higher (venue, travel, etc.) |
E-recruitment offers major advantages for modern organizations, but both models can coexist depending on context.
How to Prepare for an E-recruitment Process?
Both employers and employees need to be prepared for the e-recruitment process. No hard and fast rules must be followed while preparing for the interview. However, it is advised to adhere to the basics. Get the basics right, and the rest will fall into place. This rule applies to both employers and employees. As an employer, you must judge the candidate. During the e-recruitment process, you can ask more challenging questions if the candidate performs better than expected.
Furthermore, as a candidate, you need to be yourself. You are all said and done, job seekers. You could be someone looking to climb the professional ladder, bringing many years of experience and expertise. Still, when attending the e-recruitment process, you must do so as a professional. It could be the first time you interact with the employer, so you must create a good impression as the first impression is the best. Before the e-recruitment process, you can read literature related to the process. If you are not tech-friendly, you could also read about the types of e-recruitment and recruitment platforms. It will help you prepare for and be ready for the e-recruitment process.
Frequently Asked Questions (FAQs)
What are the 7 steps of the recruitment process?
- Job requisition
- Job advertisement
- Resume screening
- Candidate shortlisting
- Interviewing
- Selection
- Onboarding
What do you mean by e-recruitment?
E-recruitment refers to the use of internet-based tools, platforms, and software to facilitate and manage recruitment activities digitally.
What is the e-selection process?
The e-selection process involves online tools like skills assessments, AI-based resume screening, and virtual interviews to evaluate and shortlist candidates.
Recruit Ninjas – Your Perfect E-recruitment Process Partner
If you own and run a business and are looking for the right talent to work with you, recruitment process outsourcing is what you can consider. Recruit Ninjas will double up as your perfect e-recruitment process partner by sourcing the right talent to work for your business.
Why Should You Make Recruit Ninjas Your Recruitment Partner?
As a business owner, you need not worry about the e-recruitment process. A section of experts will also suggest that you consider recruitment process outsourcing. However, we recommend that you take a closer look at Recruit Ninjas. The recruitment organization will help you build formidable teams who can work with your organization full-time. In addition, Recruit Ninjas helps with cost-effective solutions. With Recruit Ninjas, you can hire the top 3% of talent from over 20 countries in just a fortnight.
What’s more, is that you pay only when you hire. The team of experts at Recruit Ninjas helps you bypass remote challenges by finding the best match for your skill requirements and culturally fitting your team, and you are in complete control of your virtual team with real experience. Visit the official website to understand how Recruit Ninjas can double up as your perfect e-recruitment process partner.
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Nandhini A
Nandhini A, with over 15 years of experience, currently serves as a Relationship Manager at Recruit Ninjas. Her expertise includes driving business process success, leading operations, and team development. She excels in optimizing efficiency and productivity, driving sales, and fostering high levels of customer satisfaction and retention.