All organisations need to recruit efficiently and successfully. The use of technology brings the potential to greatly improve the recruitment process, offering organisations more choice and flexibility in how to go about the filling of vacancies and attracting of talent.

Online recruitment (or e-recruitment) is the use of technology to attract suitable candidates and to generally facilitate the recruitment process. Technology has had a great impact on recruitment practices in recent years and, specifically, on advertising vacancies and supplying information to interested candidates.

According to the UK National Online Recruitment Audience Survey (NORAS), one in four adults rank the Internet as their favoured medium for job-hunting. In the US, it has been estimated that online recruitment advertising accounts for 19% of the total recruitment advertising spend. In the current highly competitive Irish recruitment market, online recruitment agencies and portals are increasingly called upon to help organisations fill vacancies and locate talent.

There is now an impressive number of Irish and international recruitment websites to choose from, ranging from global concerns to local specialised outfits. An accomplished online recruiter can offer a wide range of tailored services that traditional recruitment methods are unable to deliver. Many established recruitment companies are adapting to the new marketplace by developing online arms to their operations.

Reputable and capable online recruitment agencies can reduce recruitment costs, speed up the recruitment process, help with filtering applications, reach a wider audience, build your brand awareness and conceal recruitment activities from competitors. Maybe the most startling aspect of online recruitment is speed; you can reach a huge amount of people instantly with less waiting involved.

Online recruiters can also offer candidate management tools, useful in gathering a large amount of information on potential candidates. They may offer questionnaires or tests for applicants that can be used for competency profiling and skill auditing processes. This can enable the building of a talent bank that you can use to fill further vacancies in the future. Websites can have online feedback forms and bulletin boards where you can gather information regarding the opinions of jobseeker on your vacancy and your organisation. Links to your own website can help the interested candidate learn more about your business or organisation.

Getting the best value from an online recruitment partner involves some extra effort and preparation from the employer. It is important that you tailor the information provided and design of your advertisement to the medium. Invest the same time in preparing online copy as you would for printed material. Only by working with a reputable online recruitment agency, and designing an e-recruitment solution specifically tailored to your organisations strengths and requirements, can employers gain full value from the process.

As technology continues to develop apace, online recruitment companies are offering a new range of recruitment services. Psychometric and aptitude testing are ideally suited to an online environment. Video and audio streaming over the Internet make employee video profiles and virtual office tours possible, which can generate interest and enthusiasm in candidates early in the recruitment process.

When choosing an online recruitment partner, it is best to consider the specific competencies you require. Some companies will have useful skills and experiences in different areas; for example one may specialise in IT or pharma, while another may have useful links in Eastern Europe.

Online recruitment is not a complete solution to all your recruitment needs. It is, however, a valuable tool which, when used in conjunction with other traditional recruitment methods, can enhance the efficiency and cost effectiveness of your recruitment process and help you to find the best candidates for the positions you need to fill.