eRecruitment success guide for growing businesses



Read time
14 mins


Discover the power of eRecruitment for growing businesses. Learn strategies, tips, and best practices to attract top talent and streamline your hiring process

Finding and attracting top talent is more crucial than ever. In today’s highly competitive and rapidly evolving market, talent has become a significant differentiator for businesses. The success of an organisation often relies on the skills, expertise, and innovative thinking of its employees. By securing top talent through a brilliant eRecruitment strategy, growing businesses can gain a competitive edge, drive innovation, and fuel their growth trajectory.

As the competition heats up, traditional recruitment methods might not cut it anymore. That’s where eRecruitment comes into play, revolutionising the way businesses hire and ensuring a streamlined and efficient process.

Welcome to our eRecruitment success guide, tailored specifically for growing businesses looking to build a winning team. In this guide, we will explore the power of technology, strategies, and best practices that will help you navigate the world of online recruitment and secure the right talent for your growing organisation. Throughout this guide, we’ll delve into key areas of eRecruitment, from defining your recruitment strategy and promoting job openings effectively to screening and interviewing candidates with finesse. We’ll provide valuable insights, and practical tips that will empower you to take your recruitment efforts to new heights.

In this article:

Define your eRecruitment strategy

Write effective job adverts

Streamline the eRecruitment application process

Promote your job vacancies

Screen and interview candidates

Making the right offer

Define your eRecruitment strategy

Crafting a solid recruitment strategy is like making a smart investment. It pays off by helping you secure top talent and establish a strong foundation for your business’s future. This strategy acts as a roadmap, guiding you through the hiring process and streamlining talent acquisition. It allows you to proactively identify your hiring needs, set clear goals, and optimise your efforts to attract the perfect candidates. With a well-crafted recruitment strategy in place, you significantly increase your chances of finding individuals who will contribute to the growth and success of your business.

Once you know what positions you need to fill, it’s crucial to define the characteristics of your ideal candidates. Think about the skills, qualifications, experience, and cultural fit that align with your company’s values and goals. Create job profiles; they give you a defined set of qualities, attributes and experience that you will be looking for in a candidate for a particular role, making it easier to assess applicants during the hiring process.

When it comes to attracting the best talent, you need to choose the most effective recruitment channels. While traditional methods like job boards, career fairs, and newspaper advertisements still have their place, don’t underestimate the power of digital platforms and social media. Tap into professional networking sites like LinkedIn, explore industry-specific forums, and utilise online job portals to reach a wider pool of qualified candidates. Additionally, consider partnering with recruitment agencies or leveraging employee referrals to tap into their networks, which can often yield excellent results.

By defining your eRecruitment strategy and leveraging the right channels, you’ll position your business to attract top talent and build a team that contributes to your long-term success.

Write effective job adverts

Job descriptions are a big deal for growing businesses. They’re not just a list of tasks; they play a crucial role in attracting the right candidates, saving time and resources, setting clear expectations, reflecting your company culture, building an employer brand, and ensuring legal compliance. So, investing time and effort into crafting compelling job descriptions is worth it if you want to find qualified individuals who will help your business grow and succeed.

When creating job descriptions, accuracy, conciseness, and appeal are key. Make sure you clearly outline the responsibilities, qualifications, and any unique factors that make your company an awesome place to work. Show off your company culture, growth opportunities, and employee benefits to attract the cream of the crop.

These job descriptions will also serve as the basis for creating job adverts. Effective adverts are a game-changer for small and growing businesses. They help you find candidates who have the skills and experience you need, right from the start. By clearly stating the job requirements and responsibilities, you can filter out applicants who don’t fit the bill, saving yourself valuable time and resources in the hiring process.

But job adverts are more than just practical filters. They’re an opportunity to showcase your employer brand and culture. In a competitive job market, highlighting what makes your business special—your mission, values, growth opportunities, and supportive work environment—can draw in candidates who align with your vision. This not only helps you build a positive employer brand but also positions your business as an attractive option for top talent.

On top of that, well-crafted job adverts help small businesses stand out in a crowd. With persuasive language, enticing benefits, and an exciting description of the role, these adverts create a great first impression and catch the eye of potential candidates. This can be a game-changer for small businesses that may not have the same level of brand recognition as larger organisations.

Last, but not least, good job adverts ensure legal compliance. By focusing on job-related criteria and avoiding discriminatory language or requirements, you can maintain a fair and inclusive eRecruitment process. This helps protect your business from any legal troubles down the road and ensures equal opportunity for all candidates.

So, don’t underestimate the power of well-crafted job descriptions. They’re your secret weapon for attracting top talent, saving time, reflecting your unique culture, and staying on the right side of the law. Get creative, show off what makes your business special, and find the perfect fit for your growing team.

Streamline the eRecruitment application process

Small and growing businesses can streamline a candidate’s application process by implementing a few key strategies. Firstly, simplifying the application form is crucial. Rather than burdening candidates with lengthy and complex forms, consider a streamlined digital approach that asks for essential information only. This reduces friction and encourages more candidates to complete the application.

Secondly, adopting an applicant tracking system (ATS) can greatly streamline the process. With an ATS, you have a one-stop-shop solution that handles everything from attracting and sourcing candidates to evaluating and hiring them. Your recruitment team can manage the entire process from start to finish within a customised platform tailored to your organisation’s specific needs. Opting for a cloud-based ATS allows you to review and progress applications anytime, anywhere – helping you deliver a better candidate experience. By leveraging an automated hiring system, you empower candidates by giving them control over their information and keeping them informed with real-time updates throughout the recruitment process. Embracing recruitment automation software will streamline your processes, create a positive experience for candidates, and enable your talent team to spend more time building relationships with candidates and hiring managers.

When designing your eRecruitment application process or forms, it’s essential to provide clear instructions and set expectations for candidates. Clearly communicate the required documents, such as resumes or CVs, cover letters, or portfolio samples, and specify the preferred format for submission. This eliminates confusion and helps candidates submit the necessary information promptly.

Leveraging technology to facilitate online applications is highly beneficial. Offering an online application portal or integrating with popular job boards and social media platforms allows candidates to easily apply using their preferred method. This simplifies the process, increases accessibility, and attracts a wider pool of talent.

It’s also important to maintain open lines of communication with candidates throughout the process. Promptly acknowledge receipt of applications and provide updates on the status of their application. This not only shows professionalism but also keeps candidates engaged and informed.

Lastly, minimising unnecessary steps in the eRecruitment process is key. Review the entire process from start to finish and identify areas where steps can be eliminated or streamlined. For example, if multiple rounds of interviews are not necessary, consider consolidating them into a single comprehensive interview.

By implementing these strategies, small and growing businesses can simplify and streamline the job candidate’s application process. This not only enhances the candidate experience but also allows businesses to efficiently identify top talent and make timely hiring decisions, ultimately supporting the growth and success of the organisation.

Promote your job vacancies

Promoting job openings effectively is essential for eRecruitment success, especially for growing businesses. To attract top talent, you need to utilise various channels strategically. One powerful tool for reaching a wide audience is social media. Identify the platforms that your target candidates frequent, such as LinkedIn, Facebook, Twitter, or Instagram. Craft compelling job posts with attention-grabbing headlines and visual elements. Encourage your employees to share vacancies on their own social media profiles to expand your reach. Engage with candidates by responding to comments and messages promptly.

Job boards are online platforms dedicated to job postings. Choose the right job boards that cater to your industry, location, or specific roles. Optimise your job descriptions with clear and concise information. Monitor and refresh your listings regularly to maintain visibility, and consider investing in sponsored or featured listings for increased exposure.

Don’t underestimate the power of employee referrals. Your current employees can be great ambassadors for your company. Establish a referral programme with incentives, communicate open positions internally, and recognise and appreciate successful referrals. Streamline the referral process to make it easy for employees to participate.

HR recruitment software – such as Ciphr’s own iRecruit – can streamline and optimises various aspects of talent acquisition, ultimately enhancing the efficiency and effectiveness of the eRecruitment process. Ciphr iRecruit boasts essential eRecruitment features like applicant tracking, CV parsing, candidate relationship management, and reporting analytics, and can seamlessly integrate with other HR systems, job boards, and social media platforms, expanding the reach and visibility of job postings.

So, remember, a mix of social media, job boards, and employee referrals can significantly enhance your job promotion efforts. Be strategic, engage with candidates, and make it easy for them to find and apply for your job openings.

Screen and interview candidates

When you receive a stack of applications, take the time to carefully evaluate each one. Look for relevant experience, qualifications, and skills that align with the job requirements. Pay attention to candidates’ work history, certifications, and any notable achievements. Keep an eye out for candidates who demonstrate growth, adaptability, and a genuine passion for the industry. By thoroughly reviewing resumes, you can shortlist the most promising candidates for the next stage.

Virtual recruitment techniques like phone and video interviews allow you to gauge candidates’ communication skills, professionalism, and initial fit for the role. Prepare a list of targeted questions beforehand to gather more insights. Start with open-ended questions to encourage candidates to elaborate on their experiences and accomplishments. Ask about their motivations, career goals, and how they handle specific challenges. Take note of their communication style, enthusiasm, and ability to articulate their thoughts effectively. Phone interviews help you narrow down the pool and identify candidates who deserve further consideration.

Now, let’s delve into asking effective interview questions. In face-to-face or video interviews, it’s essential to ask questions that reveal a candidate’s abilities, problem-solving skills, and assess how they would work as part of your existing team. Behavioural and situational questions are particularly valuable as they assess how candidates would handle specific scenarios. Ask candidates to provide examples of how they handled challenges, resolved conflicts, or demonstrated leadership. Dig deeper into their decision-making process and their ability to work collaboratively. Probing questions allow you to assess their critical thinking and problem-solving abilities. You may also want to consider asking about their future aspirations and how they align with the growth trajectory of your business. Creating a list of questions in advance, and detailed scoring measures, will help you ask all candidates a consistent set of questions, that are scored consistently, so you can accurately compare their experience, knowledge, and suitability for the role.

Here is an example of some effective screening questions you may want to ask candidates:

  • Tell us a little about yourself and your career to date
  • What motivated you to apply for the role?
  • What was it that interested you about working for [your organisation] specifically?
  • After giving them a brief overview of the position: how do you think your skillset aligns with this particular role?
  • What considerations do you have when considering a role change, eg company values, salary, working location etc?
  • Can you tell me about your previous experience with XXX

Remember, effective interviewing is a two-way street. Provide candidates with the opportunity to ask questions as well. This interaction allows you to gauge their interest in the role and their understanding of your company. Encourage candidates to inquire about the company culture, team dynamics, growth opportunities, or any other relevant aspects.

Making the right offer

So you’ve found the perfect candidate: now you need to offer them a package that reflects their needs and wants, and entices them to accept. Here are three steps to making that all-important offer:

1. Research industry or competitor offers

You’ll want to do some research before putting together a package of salary and benefits, to make sure it’s in line with industry norms and stands up against the competition. Start by examining similar positions within your industry (and geographic location, if appropriate), to understand the prevailing salary ranges, benefits, and perks. Online resources, salary surveys, and professional networks can be valuable sources of information.

2. Consider additional benefits

Salary alone is not the sole determining factor for candidates when evaluating a job offer. Additional benefits can significantly enhance the attractiveness of your offer. Consider offering perks such as flexible working hours, remote work options, professional development opportunities, health and wellness programme, or enhanced pension contributions. Offering a comprehensive benefits package demonstrates your commitment to employee wellbeing and work-life balance, making your offer more compelling.

3. Negotiate effectively

Negotiation is a natural part of the hiring process, and being prepared can help you navigate this phase successfully. Keep the following tips in mind when negotiating with candidates:

  • Be flexible: understand that candidates may have specific needs or expectations. Be open to discussing different aspects of the offer, such as salary, benefits, or work arrangements. Flexibility demonstrates your willingness to accommodate and find mutually beneficial solutions
  • Communicate value: clearly articulate the value your organisation provides beyond compensation. Emphasise the growth opportunities, company culture, challenging projects, or the impact the candidate can make within your organisation. Help candidates understand why joining your company is a valuable career move
  • Prioritise win-win solutions: seek outcomes that benefit both parties. Effective negotiation involves finding a middle ground where both the employer and the candidate feel satisfied. This approach fosters a positive working relationship from the beginning
  • Know your limits: while it’s essential to be flexible, it’s equally important to know your limits and what you can reasonably offer. Understand your budgetary constraints and the overall compensation structure within your organisation to ensure you make offers that align with your financial capabilities

By implementing these tips, you can refine your approach to making the right offer during the eRecruitment process. Remember that a competitive offer, coupled with attractive benefits and effective negotiation, can significantly increase your chances of securing top talent for your growing business.


At Ciphr, we understand the importance of finding the right talent for your organisation. Our HR recruitment software, Ciphr iRecruit, offers key features such as applicant tracking, CV parsing, candidate relationship management, blind recruitment, and reporting analytics. It seamlessly integrates with our HR software, as well as job boards, and social media platforms, expanding the reach and visibility of your job postings. To see how Ciphr iRecruit can streamline and optimise your recruitment process, book a free demo now. Let us empower you to attract and secure the top talent that will contribute to your business’s long-term success.