Online Recruitment vs. Traditional Recruitment for IT Roles in Europe

Online recruitment has transformed how businesses hire IT professionals. With tools like an ATS, you can reduce time-to-hire by up to 34% and application drop-off rates by 50%. If you’re seeking tech talent in Europe for your US or EU company, discover how recruiting online lets you hire remotely and across borders. 👇

What is online recruiting?

Online recruitment (also called digital/virtual/internet/electronic/e-recruitment) is finding and hiring candidates entirely through internet-based tools and platforms. You post jobs, screen candidates, and conduct video interviews, all without meeting potential hires in person.

By the mid-2010s, the online recruitment process had replaced traditional methods such as newspaper advertisements and physical job fairs for most IT companies.

How online recruitment systems work

An online recruiting system is the use of internet-based technology to manage, streamline, and execute the entire talent acquisition process. It typically covers:

• An online recruitment portal – allows you to post job openings for candidates to discover and apply online. These include general job boards (Indeed, Glassdoor), tech-specific platforms (Stack Overflow Jobs), niche European boards (jobs.dna325.com), LinkedIn, etc.
• Online recruitment software (also known as an applicant tracking system (ATS) or online recruitment platform) – manages the entire hiring workflow. It automatically parses resumes, ranks candidates, sends email updates, and tracks every applicant through your pipeline. Popular options include Greenhouse, Lever, and Workable.
• Digital assessment tools – test candidate skills before IT job interviews. Online recruitment platforms now offer coding challenges, personality assessments, and AI-powered video screening.
• Social media – lets you reach both active job seekers and passive candidates (done through LinkedIn, recruiting on Facebook, Telegram channels, and professional communities).
• A candidate database – stores profiles of previous applicants and sourced professionals for you to fill positions faster when new roles open.
• Task manager apps – help remote recruiters plan and track hiring activities, manage interview schedules, assign responsibilities, and ensure the process runs smoothly.

What is traditional recruitment?

Traditional recruitment is based on offline methods to find candidates. This includes:

• Newspaper and magazine classified ads.
• Radio and TV announcements.
• University job fairs.
• Walk-in applications.
• Printed flyers.
• Recruitment agencies with physical offices.

The traditional recruitment process involves manual resume collection, paper application forms, phone screening from physical files, and multiple in-person meetings before hiring. Once popular, it has now lost its dominance to electronic recruiting, especially in the IT industry.

Comparing digital recruitment and traditional recruitment

Here’s how recruitment on the internet differs from traditional methods across key factors:

How to do virtual recruitment, step by step

The online recruitment process follows 4 steps: attract candidates, screen and sort applicants, engage candidates, and close the hire.

Step 1: Attract candidates

Draw attention to open positions using multiple online recruitment sources:

Job boards: Post a vacancy on Indeed, Stack Overflow Jobs, etc.

Company career websites: Use your careers page to attract candidates who already know your brand.

Social media: Share openings on LinkedIn, in Facebook groups, and through Telegram channels.

Employee referrals: Ask your current team members to share positions with their networks.

Paid advertising: Run Facebook/LinkedIn ads to target specific candidates across borders.

At this stage, strong employer branding is crucial. Candidates research companies before applying. So, your online presence (website, social media, Glassdoor employee reviews) influences application rates.

Step 2: Screen and sort applicants

Automate initial screening with the following online recruitment methods and tools:

Applicant tracking software filters resumes by keywords, required skills, experience level, and location. This reduces manual review time.

Online assessments allow you to test technical skills before phone screens. Platforms like HackerRank, Codility, and TestGorilla let candidates complete coding challenges, personality tests, or situational judgment exercises.

One-way video screening, where candidates record answers to preset questions, helps you evaluate communication skills and culture fit before scheduling live calls.

Resume parsing through online recruitment software enables you to extract candidate data (contact info, skills, work history) into structured profiles.

This automated sorting handles high application volumes that would overwhelm traditional recruitment methods. However, soft skills still require human evaluation. An e-recruiting tool can’t fully replace a recruiter’s judgment.

Step 3: Engage candidates

Once you identify qualified candidates, ensure fast communication:

Automated emails: Use online recruitment platforms to send instant acknowledgments, status updates, and interview invitations without manual work.

Video interviews: Arrange live video calls. Tools like Zoom, Google Meet, and specialized platforms (HireVue, Spark Hire) facilitate face-to-face conversations across time zones.

Collaborative evaluation: Let multiple team members review candidates, leave feedback, and make decisions asynchronously through cloud-based e-recruiting software.

Candidate relationship management: Include even rejected candidates in your database for future openings, creating a warm talent pool.

Step 4: Close the hire

Streamline final steps as listed:

Use e-signature platforms (DocuSign, HelloSign) for candidates to accept offers electronically.

Manage onboarding online. Let new hires complete paperwork, training, and orientation through digital recruitment platforms before their start date.

Advantages of online recruitment

The benefits of internet recruiting are:

• Wider candidate reach.
• Faster time-to-hire.
• Cost-effectiveness.
• Better candidate matching.
• Improved candidate experience.
• Data and analytics.
• 24/7 availability.

Wider candidate reach

Traditional recruitment sources limit you to newspaper circulation areas or radio station ranges. On the contrary, online recruitment sources access global talent pools. A US company can find Ukrainian developers, or a German startup can hire Polish designers, all without local offices.

Faster time-to-hire

Automated screening, instant communication, and parallel workflows reduce hiring timelines. Companies using recruiting software hire faster than those relying on manual processes.

Better candidate matching

Today, internet-based recruitment is about data-driven matching. Modern online recruiting tools use AI to:

• Score resumes against job requirements.
• Predict candidate success based on historical hiring data.
• Identify transferable skills humans might miss, etc.

Improved candidate experience

Online employee recruitment lets candidates:

• Apply anytime from any device.
• Track application status in real-time.
• Receive faster responses.

Job seekers often consider the quality of the application process when evaluating employers. That’s why smooth online recruitment is a competitive advantage.

Data and analytics

Digital recruiting platforms track every metric: source of hire, time-to-fill, cost-per-hire, candidate drop-off points, and hiring manager satisfaction. This data lets you optimize your strategy over time, something traditional recruitment processes can’t do.

24/7 availability

Online recruitment portals accept applications around the clock across all time zones. In comparison, traditional recruitment works only during business hours, potentially missing talented candidates.

What are the disadvantages of internet recruiting?

Despite overwhelming advantages, virtual recruitment has a few minor drawbacks:

High application volumes

More reach means more applications, many from unqualified candidates. The average corporate job posting receives 250 applications. Without robust e-recruiting software, screening becomes overwhelming.

Solution: Use applicant tracking systems with strong filtering, require screening questions that disqualify poor matches, and consider pre-application assessments.

Impersonal process

Pure online recruitment can feel cold. Candidates may disengage if they only interact with automated systems.

Solution: Balance automation with human touchpoints. Automated screening is fine, but have real recruiters conduct video interviews and answer questions.

Difficulty assessing soft skills

Video interviews don’t fully replace in-person conversations for evaluating communication, cultural fit, and interpersonal skills. This is one area where traditional selection processes still offer advantages.

Solution: Try multiple evaluation methods, such as video interviews, team video calls, or trial projects.

Technology dependence

Recruitment platforms occasionally crash, AI screening systems make errors, and video platforms have connectivity issues. Technology failures can derail hiring.

Solution: Have backup plans, such as phone interviews when video fails, manual screening if ATS malfunctions, and multiple job board accounts.

Security and privacy concerns

Storing candidate data online creates cybersecurity risks.

Solution: Leverage reputable virtual recruitment platforms with robust security, comply with GDPR (for European candidates), and limit access to candidate data.

Candidate fraud

Digital recruitment has made it easier for applicants to misrepresent themselves, from inflated resumes to using AI-generated portfolios. Some even take coding tests with external help or send a stand-in to video interviews.

Over the last few years, candidate fraud has grown so common that many companies now require an in-office final step to verify identity and skills.

Solution: Introduce multistep verification. Use proctored assessments, identity checks before video interviews, and a final live-on-camera skills validation to confirm the candidate’s true capabilities.

Summing up the pros and cons of online recruitment 

Benefits of online recruitment

• Global talent access.
• 40% faster hiring.
• Time-saving through automated screening.
• Data-driven decisions.
• Better candidate experience.
• 24/7 application availability.

Disadvantages of e-recruitment

• Overwhelming application volumes.
• Impersonality if there’s no human touch.
• More difficulty assessing soft skills.
• Technology dependence.
• Cybersecurity risks.

When digital recruitment works best

Use virtual recruiting for:

• Remote positions
• IT roles
• High-volume hiring
• Cross-border recruitment
• Fast-growing companies

When traditional recruitment still applies 

Consider international personal networking and industry events as traditional recruitment methods, if possible. However, even in this scenario, online recruitment elements usually follow. Purely traditional hiring is rare in 2025.

5 types of online recruitment software and tools

Effective remote recruitment requires the right software, such as applicant tracking systems, assessment platforms, video interview platforms, sourcing tools, and background check services. 👇

Applicant tracking systems (ATS)

Why use them: to help you manage the entire workflow.

• BreezyHR, Recruitee, JazzHR: Simple, affordable, small-team-friendly (1–50 employees).
• Greenhouse, Lever, SmartRecruiters: Structured, collaborative, scalable (51–500 employees).
• Workday Recruiting, Oracle Taleo, SAP SuccessFactors: Robust, comprehensive, enterprise-ready (500+ employees).

Assessment platforms

Why use them: to test candidate skills before interviews.

• HackerRank: Coding challenges for developers.
• Codility: Technical assessments with automated scoring.
• TestGorilla: Multi-skill testing (cognitive ability, personality, situational judgment).
• Criteria Corp: Pre-employment testing for various roles.

Video interview platforms

Why use them: to conduct remote interviews efficiently.

• Zoom/Google Meet: Standard video calling.
• HireVue: AI-powered video interviewing with analysis.
• Spark Hire: One-way and live video interviews.
• VidCruiter: Video interviewing with scheduling.

Sourcing tools

Why use them: to find passive candidates beyond job posts.

• LinkedIn recruiter: Direct candidate search and messaging.
• GitHub: Discovering developers through code contributions.
• Hunter.io: Looking up email address for outreach.

Background check services

Why use them: to verify candidate information.

• Checkr: Fast, modern background screening with good automation and integrations.
• Sterling: Broad, comprehensive screening options, including global checks.
• GoodHire: Very user-friendly platform with generally quick turnaround times.

What are the online recruitment trends in 2025?

The importance of e-recruitment continues to grow with these emerging trends:

• AI-powered candidate matching.
• Skill-based hiring.
• Mobile-first recruiting.
• Asynchronous video interviews.
• Programmatic job advertising.

AI-powered candidate matching

68% of recruiters now use AI tools for candidate screening. Machine learning algorithms analyze resumes, predict candidate success, and even generate job descriptions optimized for specific candidate pools.

Innovative online recruitment platforms automatically match candidates to roles based on skills, experience, work preferences, and likelihood to accept offers.

Skill-based hiring

Traditional recruitment focused on degrees and job titles. However, remote recruitment enables skills-based hiring, assessing actual capabilities through online tests rather than credentials.

Employers now prioritize skills over degrees, particularly in tech hiring, where self-taught developers often outperform computer science graduates.

Mobile-first recruiting

Job searches now frequently occur on mobile devices. Digital recruitment platforms prioritize mobile experiences, applications completing in under 5 minutes, one-tap apply buttons, and mobile-optimized career sites.

Asynchronous video interviews

One-way video interviews (where candidates record responses on their schedule) reduce coordination overhead for global hiring. Virtual recruiters review responses at their convenience, speeding up cross-timezone recruitment.

Programmatic job advertising

Like programmatic display ads, recruitment advertising now uses algorithms to automatically post jobs on the best-performing boards, adjust bids based on results, and optimize spending across channels.

Candidate data analytics

Advanced online recruitment platforms predict:

• Which candidates will accept offers.
• Expected salary negotiations.
• Flight risk of new hires.
• Optimal timing for job posts and e-recruitment channels.

This data-driven approach can improve both hiring speed and quality.

Best practices for recruiting online across Europe

Follow these best practices for smart e-recruitment:

Choose location-specific job boards

Post on regional platforms where European IT professionals search:

• jobs.dna325.com: European IT talent.
• No Fluff Jobs: Poland-focused tech jobs.
• Djinni: Ukraine tech roles.
• GoRemote: Pan-European remote positions.

Highlight remote-friendly policies

European candidates want to know:

• Time zone overlap expectations.
• Communication tools (Slack, Zoom, etc.).
• Meeting frequency.
• Equipment provided.
• Office visit requirements (if any).

Address these in job posts to attract strong applicants.

Clarify employment structure

Include details such as:

• Employment type (contractor vs. employee).
• Which country’s employment law applies.
• Whether you handle tax compliance.
• Benefits availability.

Be transparent about these details upfront to avoid surprises.

Use video interviews extensively

For cross-border hiring, replace in-person meetings with video interview rounds:

• Initial screen (30 min): Online recruiter assesses communication and basic fit.
• Technical interview (60–90 min): The technical lead evaluates skills through live coding or discussion.
• Team interview (45 min): The candidate meets potential colleagues.
• Final interview (30 min): Hiring manager or founder checks alignment with company goals and expectations.

This process is entirely online using digital recruiting tools.

Provide clear timelines

IT job seekers (especially in-demand developers) often field multiple offers simultaneously. Communicate:

• Expected time from application to offer.
• Next steps after each interview.
• Decision timeline.

Candidates are more likely to accept offers when given clear timelines throughout the internet recruitment process.

Partner with digital recruitment agencies when needed

If you lack European market knowledge, internal recruiting bandwidth, or candidate sourcing tools, recruitment services online can speed up your hiring.

Reliable online recruiting companies specializing in European IT talent offer:

• Pre-vetted candidate pools: Professionals already screened for technical skills.
• Market intelligence: Salary benchmarks, candidate expectations, hiring competition.
• Process management: Scheduling, communication, and coordination.
• Cultural guidance: Bridging communication styles and work culture differences.

This works well when entering new markets or scaling quickly.

Key takeaways for recruiting employees online

Recruiting via internet has become the standard for hiring, particularly in IT. The benefits of e-recruitment (global reach, faster hiring, lower costs, and remote capability) outweigh its challenges for most companies.

Key takeaways:

• Use online recruiting platforms to automate screening and save time.
• Post jobs on location-specific boards to attract higher-quality candidates.
• Conduct video interview rounds to assess both technical and soft skills.
• Provide clear timelines and transparent employment details.
• Consider partnering with digital recruitment agencies when entering European markets.

Companies that master virtual recruitment methods and tools are more likely to win the competition for top-tier IT professionals.

Getting help with digital recruiting for European talent

If you’re a US or EU company hiring remote European IT talent, you can streamline the process by partnering with an online recruiting agency.

At DNA325, we provide end-to-end online recruitment services, including: 

• The first selection of candidates in as little as 3 business days, and over 350 profiles per month.
• Long-term fit for you (79% of placed candidates remain with our clients for more than a year).
• Structured and deep candidate evaluation for every role, using scorecards and thoughtful interview questions.
• The process powered by automation, from English tests and interview scheduling to note-taking and candidate reporting.

Contact DNA325

Frequently asked questions about e-recruiting