We sit on the edge of 2020 and we reflect. If we don’t learn from our time spent, then what’s the point? We have to develop, learn and grow towards new goals . Or maybe old ones we didn’t quite manage this year. Hey, we are not here to judge.  We are here to assist you in gaining insight. We shall endeavor to attain some form of marketing enlightenment.

When you search for the benefits of online recruiting, you’ll get some greatest hits, over and over. However, there are deeper benefits or alternative points to each of these common observations.

Determining the Best Use of Your Time

The easy observation here is that an online presence will digitize part, and in some cases, most of the recruitment process, saving one the time of hand-sorting  resumes and manually setting up meetings. Logically, we would assume this would allow a recruiter to get to more clients more quickly. 

Quantity will never overrule quality, in my opinion. A website, when optimized properly, will reduce some of these time consuming organizational activities, but we must not take the human element out of the recruitment process. We must utilize technology to enhance the human presence. You must use available online resources to narrow their focus, increase effective communication and to select those candidates most likely to match a client’s technical and cultural needs. 

A Greater Reach and A Trained Eye

Yes, an online presence will offer a much larger talent pool to pull from. You will no longer be restricted to local areas and limited to a small network of contacts. The breadth of your impact will only be limited by the initiative you take and the energy you have to expel. 

A recruitment website is an incredible tool, but just like any tool, it can be wielded clumsily, underutilized and poorly executed. If a recruiter does not monitor their web presence, adjust their SEO and manage peer to peer contact efficiently, a site will not perform to its full potential. An influx of potential talent means a professional recruiter must constantly be learning, matching the hard and soft skills of a candidate with each unique client and position. 

A Penny Spent is a Penny Invested 

A recruitment website will provide an organizational advantage, and in so doing will save time. Being exposed to a more diverse talent pool will provide a recruiter with more learning opportunities. It will generate more data to establish trends and patterns so they might make well-informed decisions, increasing placement rate and client retention. 

All of this will save recruiter resources and money but in the long run. A website is an investment, and like most investments, returns are not immediate. You have to give a website time to work for you, providing it useful and engaging content to bring potentials to your site and keep them there. Gains must be earned and nothing truly profitable is instant. 

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