Online recruitment: the best tools to optimize the process

6 of March, 2025

We have countless reasons to opt for online recruitment, starting because it offers better and larger job offer diffusion. Thanks to this modality, you will make your offer have much more repercussion than through traditional recruitment methods. And not only that, you will save time when managing resumes. At least, by making that first curricular screening that allows us to separate the wheat from the chaff… provided that you have the help of a personnel recruitment software, of course.

But these are not the only advantages. We save time and resources, especially when the entire process is online and the company’s rooms or office are not used. It also allows remote team working. It may sound contradictory, but we have the option to maintain work teams at different sites or geographical locations. Moreover, it’s a step further to encourage teleworking. We can hire workers from other geographical areas to work from home thanks to online recruitment. But… what tools do we have for this?

Recruitment software (ATS)

This is a fundamental point in any selection process, whether it is in-person or online, but it’s of particular importance in the latter. A solution like the ner Sesame HR’s human resources software allows you to optimize the personnel recruitment process at all levels, facilitating the work of HR and also improving the candidate’s experience. Here are some reasons to apply recruitment software to your online recruitment processes:

• Job offer automation: You can create your job portal from the recruitment software. And not only that, you can also manage the information provided by each candidate from the ATS.
• Real-time information: From a single screen, they will have real-time information about the details of the recruitment process. You will have centralized candidate and job vacancy information.
• Candidate profile: Each applicant will have a profile with their CV, letter of recommendation, recruitment report, etc. This information is accessible to the entire human resources team.
• Candidate comments: Not only can you trace the profile of the candidate, but you can also add relevant notes about them during the process so that anyone can consult them.
• Everyone connected: The HR team and management will be up to date on everything related to this recruitment process. They will know at all times what phase the staff selection is in.
• Candidate database: Once the process is finished, you can create a job pool with the profiles you liked the most but are not a fit, or you cannot hire at that moment but you do not want to lose for the future. Keep the best candidates for future hires.

Online recruitment sources

One of the keys to succeed in staff selection is to access the best recruitment sources. The sector to which the company is dedicated and the degree of specialization required will make it better to look in one place or another, but we cannot lose sight of the job portals. There are generalists, such as InfoJobs or InfoEmpleo, and there are specialized ones that allow us to access those precise profiles. Publishing the job offer in the right place will help us attract the best candidates, speeding up the process.

Beyond job portals, never underestimate the power of social networks. For better or worse, it’s a power that we must learn to live with, and in the case of recruitment it can be a great ally. LinkedIn is more than a social network, we can use it to publish our vacancies and start the recruitment process from there. Even conventional social networks like Twitter, Facebook, Instagram or even TikTok can serve us to launch our job offers.

Prestige and positioning in online recruitment

Optimizing the vacancy information will allow potential candidates to find your job offer more easily. For this, you must include two or three descriptive keywords in the title of the offer. There are free tools that help us locate these keywords. Describe the offer in detail. The offer will be well positioned, and the most talented profiles will be able to make the appropriate search to find an offer oriented to their abilities.

Good positioning can help us reinforce the prestige of the brand. Aspects such as employer branding can attract potential candidates. Just as you research potential workers, they research the company before sending their resume. Therefore, it’s important to convey a positive image, that places us as the ideal place to work. Many companies use talent attraction marketing strategies. Do not forget to review and verify the company information. It must be updated, defining the values of the organization, and always positive.

An optimized website

It is increasingly common to search for jobs from mobile or tablets, so make sure to optimize your website for all devices. If you are truly interested in online recruitment, you must offer all the possible facilities to potential candidates. An optimized website is key for a good employee experience, if they have difficulties checking the information, they will probably give up and will not send their resume. Thus, you will be left without talent.

Cristina Martin

People and Talent Director | LinkedIn | | Web | +post

Professional with over 20 years of extensive experience in various areas of Human Resources (Recruitment, Training, Occupational Risk Prevention, and Personnel Management). Experience in the Management Department: Broad understanding of the company and HR.

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