Advantages of Online Recruitment (Plus 5 Strategies for Efficient Hiring)

June 3, 2024

The key advantages of online recruitment are: 

1. Wider candidate pool

2. Cheaper costs

3. Time efficiency 

4. Convenience

5. Data-driven decision-making 

6. Flexibility and, 

7. Confidentiality 

Online recruitment attracts talents from different cities and countries. It's a cheaper option for posting job vacancies. Cost-per-hire is reduced by 50%. Online recruitment also allows for data-driven decision-making. It is more flexible than traditional recruitment. 

Experienced recruiters share valuable insights about the business. 

This recruiter has been in the business for 20 years. He advised new recruiters to learn from top-level firms first. This allows them to understand the business at their own pace. After that they'll be ready to start an agency on their own. 

This Reddit commenter cautioned about income instability. Some companies blame recruiters for things that are out of their control. On the upside, you make a difference with every new hire you place. 

There's good business potential for online recruitment. 8 out 10 job searches are already done online. The industry is expanding. So, there's also an increasing demand for recruitment agencies.  

This article explains the 7 key advantages of online recruitment. Relevant industry statistics are also discussed in the article. This helps recruiters understand the importance of online recruitment. 5 high volume strategies for efficient hiring are also explained. Plus, the pricing models and processes. 

7 Key Advantages of Online Recruitment

  • Wider Candidate Pool: Online recruitment allows broader job visibility. Companies can reach out to a larger pool of candidates. They can attract talent from different cities, countries, or even continents. 

  • Cheaper costs: Online recruitment reduces costs. It offers free or low-cost options for posting job vacancies. Cost-per-hire is reduced by 50% when done online. 

  • Time Efficiency: Online recruitment streamlines the hiring process. It automates various tasks, such as job posting and resume collection. This allows a streamlined and efficient hiring process. 

  • Convenience: Candidates easily search and find jobs through online recruitment. They can search and apply for jobs from the comfort of their own homes. This convenience enhances the overall experience of the candidate. 

  • Data-Driven Decision Making: Online recruitment tools often come with built-in analytics. Recruiters can track metrics to help make data-driven decisions. It improves applicant sourcing, time-to-fill, and cost-per-hire.

  • Flexibility: Online recruitment platforms offer 24/7 accessibility. So, job seekers and employers can check and post jobs anytime. 

  • Confidentiality and Privacy: Post jobs without disclosing full identity. You can use generic terms to describe the company. Or simply list the job title and responsibilities. It's the best option when hiring confidential positions.  

How Effective is Online Recruitment?

Online recruitment is very effective, as 90% of job seekers use it to search for vacancies. 8 out of 10 Americans aged 18 to 29 found jobs through online sources. In 2022, 80% of job searches were done through the internet. Online recruitment has proven to be highly effective for many businesses. It’s a cost-effective and efficient way of finding qualified candidates. 65% of employers fill positions in just two weeks using online recruitment. This data is from an Indeed report. Traditional recruitment methods take much longer. 

5 High Volume Recruitment Strategies for Effective Hiring

  • Automation of Screening Processes: Screening tools streamline the screening process. Examples are the Applicant Tracking Systems (ATS) and AI-driven screening tools. Advanced filtering options sort candidates based on specific criteria. These criteria may include skills, experience, and education. Jobvite says 95% of HR professionals find ATS beneficial to their process.  
  • Leverage Employee Referral Programs: Referrals speed up hiring by 55%. A referred employee stays with the company 45% longer than those who aren’t. It’s a cost-effective way of finding high-quality candidates. 
  • Utilize Social Media and Online Job Platforms: Use LinkedIn, Indeed, and Glassdoor. 49% of professionals follow companies on social media. They want to stay updated with job opportunities. Leverage them to promote vacancies. 
  • Host Virtual Job Fairs: Save time and resources. Hosting virtual job fairs allows companies to engage with multiple candidates remotely. Brazen found that virtual career fairs increase candidate engagement by up to 40%. 
  • Focus on Employer Branding: Strong brand attracts high-quality talents. Companies with positive brand reputations receive twice as many applications. This reduces hiring costs by 50% and decreases turnover by 28%.

Positive Online Recruitment Statistics in 2024 

Gartner reported that AI integration in online recruitment processes reduced time-to-hire by 35%. AI tools automate screening and improve candidate matching.  

78% of job seekers use their phones to search for jobs (Glassdoor). 

92% of companies use LinkedIn, Facebook, and Twitter for recruitment.

Social recruiting decreased the cost per hire by 55% according to CareerBuilder. 

70% of candidates rate their online application experience as good or excellent. 

Companies report a 40% improvement in the quality of hires found on online channels. 

Use of virtual interview software has increased by 50% since 2020 (Forbes). 

8 out of 10 job searches were done online in 2022. 

79% of job seekers utilized social media platforms in their job search. 

90% of recruiters use LinkedIn to find candidates. 

96% of companies leverage branding and reputation. 

Online Recruitment vs. Traditional Recruitment

Online Recruitment

Global pool of candidates, no geographic limit 

Traditional Recruitment

Limited to local or regional candidates

Lower cost 

Higher cost, ideal for companies looking for community-oriented employees 

Faster because you can post jobs instantly

Longer hiring time 

You can post on job boards anytime 

You need to wait for career fairs and on-site interviews 

Tools automate the screening process 

Manual candidate screening 

Data-driven insights 

Analytics and reporting are limited to feedback and surveys 

Less bias and more inclusive employment process 

Higher risk of unconscious bias because of face-to-face interactions

Top 5 Online Recruitment Methods

  • Internet Recruiting Sites: Includes Indeed, LinkedIn, and Monster. They host around 250 million new monthly visitors. 
  • Company Websites: 85% use this for job listings. Career sections allow candidates to apply directly to the company. 
  • Social Media: Facebook and LinkedIn are great for recruitment. Employers can post job ads, share updates, and engage with potential candidates.

  • Online Job Fairs: Virtual event that connects employers and job seekers. It became more popular after 2020. This virtual environment hosts video conferencing and chat rooms.
  • Email Marketing: Targeted at potential candidates. This is method is essential for reaching niche fields. It also maintains engagement within a talent pool. 

What is AI Recruiting?

AI recruiting is an employee hiring strategy streamlined by artificial intelligence. This involves algorithms and machine learning to automate tasks. Vervoe, for example, helps in candidate assessment. It improves the hiring process by quickly analyzing large application volumes. 

What is Social Media Recruiting?

Social media recruiting is a hiring strategy that finds candidates through Facebook, LinkedIn, and other platforms. LinkedIn and Facebook are the best platforms for these. The key is to target potential candidates using demographic data. LinkedIn enhances passive candidate engagement. They may be a good fit for the role, but are not actively looking for job opportunities. 

How to Start an Online Recruiting Agency According To Preston Park 

  • Understand the recruiting agency business landscape. Familiarize yourself with different industries like tech and healthcare. 
  • Assess yourself. Do you have the skills of a good recruiter? Understand the risks and rewards of this venture. Prepare yourself mentally and emotionally for the demands of this business. 
  • Form a Limited Liability Company (LLC). This protects the business from legal liabilities. It also helps take advantage of tax benefits. 
  • Create a professional website. Use website builders like  like Wix, Squarespace, or GoDaddy. It should effectively communicate the services you offer. 
  • Set up a business email and phone number. Use Google Workspace for email and Google Voice for phone.
  • Decide on a niche. Choose a niche that you know about. Knowledge builds your expertise and credibility faster.
  • Plan the business. Understand the payment terms and standard pricing ranges. Decide if you want payment after placements or contract recruitment. 
  • Build a candidate base. Use LinkedIn, networking events, and job sites to build your database. Research companies to get contact information of decision makers. 
  • Invest in tools. Use the Applicant Tracking System (ATS) and Customer Relationship Management (CRM). This streamlines recruitment operations. 
  • Grow your network. Market your services through social media and other platforms. 
  • Scale the business. Be open to collaboration with other recruiters. Partnerships can lead to mutual growth and new opportunities. 

Online Recruitment Agency Pricing Models

Contingency-Based Model: It is the most popular pricing method. The agency only gets paid if they successfully place a candidate with an employer. Payment is usually a percentage of the candidate's first-year salary. Usually between 15% to 30%. This model is commonly used for permanent or direct-hire positions.

For example, an agency placed a candidate that earned $100K per year. If it charges 15%, the company pays the agency $15K. Agency is only paid once the candidate is onboard. 

Retainer-Based Model: Employer pays an upfront fee to find and hire employees. The upfront fee is a portion of the total amount due. The balance is paid after the candidate is successfully hired. It's usually used in hiring executive-level candidates. 

Fixed-Fee Model: The agency sets a fixed rate for their services. It is regardless of the candidate's salary or job level. The standardized pricing attracts employers on a budget. 

Contract-Staffing Model: Employers are billed a fee above the hourly rate. This fee includes a markup that covers the agency's expenses and profit. Markup ranges from 10% to 50%. It varies across different industries and job skills. 

What Recruitment Agency Owners Say About the Business on Reddit

The biggest problem with recruitment agencies is payment collection. This Reddit commenter said admin tasks take out several hours of work. So, you can't spend all of your time doing income-generating work. 

The biggest challenge is adding value to the recruitment business. You should search beyond Indeed to thrive in this industry. 

Companies are building internal recruitment teams. This decreased the demand for recruitment agencies. 

Others agree that the demand has been decreasing. Companies now leverage internal recruiters to fill roles. 

Online recruitment is a laborious work. Not everyone is fit to become a recruiter. Candidates need to be sifted out. Simply listing the right keywords is not enough. You need to manually go through profiles to find the right people. 

Recruiters should be able to identify fraud. They're able to negotiate deals and manage a pool of candidates. It's not worth leaving a regular job to start an online recruitment business. 

Online Recruitment Course

Jon Chintanaroad

Recruiting Accelerator by Jon Chintanaroad is a course that trains recruiters how to find and hire passive and niche-specific candidates. It teaches an 8-step method with personalized coaching. There's also a supportive community of over 300 students. Recruiting Accelerator has beginner-friendly resources and technical support. Overall, it has a positive reputation based on student feedback. 

Lead Generation Agency: My Alternative to Online Recruitment

Local lead generation is my better alternative to online recruitment. In online recruitment, you constantly search for clients who might need your service. Local lead generation clients stay with you long-term. You don't need special skills and knowledge to start a lead gen business. In recruitment, you need a deeper understanding of human resource processes. You also need to develop practical recruitment strategies. And, you need to study employment laws. 

An online recruitment agency is also harder to scale. You need more staff to manage relationships and processes. Operational costs with lead gen are significantly lower. Recruitment agencies need advanced tools and software. They also need big teams to handle operations and client relationships.

Local lead gen is more profitable. The profit margin of ranked sites is about 85%. With online recruitment you reap around 15% to 20% commissions. Income also depends on the chosen pricing model. 

Recruitment agencies always need to meet client demands. Or else they will leave you. Collecting payments is also a challenge for some. Others end in lawsuits to claim payments for the recruitment service. In local lead generation, you have full control of the business. Owners depend leads to keep the business going. You can demand for on-time payments without going through a lawsuit. 

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Ippei Kanehara

$52K per month providing lead generation services to small businesses is for digital hustlers, industry leaders and online business owners.

His #1 online business recommendation in 2024, is to build your own lead generation business.

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