July 1, 2023

Remote recruiting: online hiring anyone and anywhere


Nowadays, remote work is no longer a competitive factor but a natural necessity, primarily due to the realities of the time. The pandemic of recent years has only reinforced the need for businesses to move online.

A few years ago, 40% of North-American companies allowed their employees to work remotely in one form or another, and 4,3 million people have worked remotely since then. For those, who wanted to change jobs or move to a new place of residence without changing jobs, telecommuting opened up a global market and let them move beyond their place of residence.

Today, there is also a lot of talk about a hybrid work format, office + remote mode according to the situation, and flexible schedules.

It is logical to assume that if employees move to an online mode of work, then it is better to hire them online, too. LinkedIn estimates that over 80% of recruiters have already accepted remote recruiting. At the same time, the rest consider remote hiring a new standard and are mastering remote communication and business netiquette.

Online recruitment: candidate search channels

Online or remote recruitment is a method of recruiting personnel, using employment sites and any online activities to search for candidates, such as working with social networks, professional virtual communities, or instant messengers.

Using internet resources, recruiters conduct interviews with candidates online and send them test assignments.

Job sites

These sites contain information about employers and job seekers. Many job sites are designed to allow employers to post job requirements by filling in the required form fields. Some of these sites also post information about employers and provide job search tips. A potential employee can post their CV, fill in a form, or add a CV or portfolio to their account through such a site.

Forums and blogs

Forums and blogs offer a set of discussion sections through which you can also find the right specialist. They are narrow in the specification, though. They differ mainly in the vastness of the circle of communication.

These methods are especially relevant when searching for rare specialists, for example, IT experts with narrow specialization. Plus, they provide the possibility of a preliminary assessment of the specialist. On the forum, you can read the candidate’s posts and get an impression of their knowledge of the essence of the commented issue.

Social networking sites

Social networks are another way to find a job or a candidate. With the assistance of your connections, like acquaintances, friends, and colleagues, you make even more connections. And, with their help, find the right specialist or a job.

Direct mailing

Recruiters also use the method of direct mailing: mailing vacancies to an address or non-address base. This method guarantees that the letter will reach its addressee and will be presented as detailed as possible.

The advantages of remote recruiting

The advantages of remote recruiting are numerous. Some of them are listed below:


  • It is able to reach bigger audiences.
  • It is time-saving. It shortens the hiring process a lot.
  • It is cost-effective. You pay a little exposure at best if you post your job ads on social networks or job sites.
  • It is flexible. You may edit, update, or delete your postings on most platforms.
  • It is durable. Your online post will remain live until you find the right candidate or remove your job ad.
  • It is accessible. You can modify your job posting, see the replies, and communicate with the candidates directly from anywhere in the world.
  • It is confidential. You may keep the name of your company private and search and contact candidates by posting ads without your company’s details.
  • It is easy. Everyone may post a job ad online with literally a few clicks.

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The disadvantages of online recruiting

On the other hand, to be objective, we cannot omit the disadvantages of virtual hiring. Here are some of them:

  • It may be hard to evaluate its effectiveness because not all online services may give an in-depth analysis of your postings.
  • It may appear too informal and produce the wrong image of the company.
  • Its costs may spiral because some online platforms require a charge for extra services.
  • It may attract bad candidates because it is easy for people to apply for a job online.
  • It means a lot of competition, and your competitors often hire your potential candidates.
  • It may lead to technical issues and, as a result, affect communication.

It is all about balance

Hiring employees online is becoming more and more popular. E-recruitment is convenient, cost-effective, and efficient. But if you want the best results, consider using online recruiting in combination with traditional methods. And, in any case, ensure you have studied the candidate well enough, and they are the ones the client needs before moving to the final stage of hiring, closing the position.

Our OnHires recruiting team actively uses all the above methods and receives excellent results thanks to them. This approach saves both time and money. Besides, it allows filling any complicated vacancies in a short time.