Are you having trouble finding a job—or even landing interviews? If so, you should know that it might not be because you lack necessary qualifications. The modern job market exists mostly online. “E-recruitment” is the practice of using technology and Web-based resources to find, filter, and interview potential employees—and hire them.

You may be a tech-savvy job seeker, well-connected on LinkedIn and active on other job sites such as Monster and Glassdoor. But are you savvy enough to know the following terms?

  • Recruitment outsourcing
  • Talent network
  • Applicant tracking systems (ATS)

If not, don’t panic!

If the three things above work as well as they are supposed to, you may not even realize they are there.

On the other hand, you can’t help but be affected by those operations. Job seekers who understand what e-recruitment is, along with the top three operations that define it, have an edge in the job market—and can stop their resumes from winding up in electronic oblivion.

1. Recruitment outsourcing

Online job postings often lead to overflowing candidate pools. Competition can be fierce for job seekers. On the other side of the coin, this means businesses can have hundreds or even thousands of applicants.

The time and money needed to sort and evaluate every candidate would be enormous. In 2013 alone, U.S. corporations spent $72 billion on recruiting services, staff, and products, according to Forbes.

Many businesses outsource the recruitment process to staffing firms, which provide services and software such as applicant tracking systems (ATS). Though applicant tracking systems can save a company time and money, they don’t possess the judgment of a human. At times, even the most qualified candidates get overlooked because they don’t know what an ATS is looking for—or that an ATS exists at all.

2. Talent network

Globalization is one of the key reasons why e-recruitment has taken off.

In a recruiter’s eyes, online platforms (such as Facebook, Twitter, LinkedIn, Glassdoor, and Monster) are full of potential candidates. Companies to post jobs to these virtual hubs in the hopes that the right candidate will spot the job listing.

As companies have globalized, the ability of recruiters to cast wide nets and efficiently source and attract prime candidates through talent networks has become more and more important, according to Forbes.

Job seekers should consider how they might find their dream jobs. Are they looking at the right talent networks? Aiming for a corporate position, but lacking a LinkedIn profile?

Job seekers don’t always remember that recruiters are looking everywhere to find the right fit. If you’re job hunting, make it easy for recruiters to find you. Having a visible “social footprint,” or overall online profile, increases your chances of being found. Just make sure that everything associated with your online presence paints a positive picture.

3. Applicant tracking systems (ATS)

This is most likely where your resume is whisked off to after you hit “submit” on an online job application. An ATS is the computer software that helps filter and file every submitted resume.

Most applicant tracking systems use resume parsers to identify and extract relevant information from each resume. Applicants whose resumes align closely with the job are deemed more qualified, and placed in the highest echelon of candidates.

Many job seekers are unaware of how to tailor their resume to pass an ATS. The best strategy is to try to include keywords from the original job description on your resume wherever applicable.

If you’re not sure which keywords and skills are essential, try the online resume analysis tool from Jobscan. It directly compares your resume to the job description, measures its compatibility, and offers you a score with specific feedback.

If you are aware of e-recruitment, and know how to use it to your advantage, then you are already a huge step ahead of your competition.

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