As 79% of job seekers rely on online platforms during their job search, you attract top talent by meeting them where they are – on professional networks, job boards, and even social media platforms. As someone who has successfully navigated this transition, I know how crucial it is to adapt to these trends and stay ahead of the curve.
In this article, I’ll unpack proven strategies and tools that will help you find employees online. Whether you’re looking to fill one key role or build an entire team, these insights will help you secure the best candidates – all while saving time and resources.
Why online recruitment is essential
Online hiring platforms have simplified how companies find employees, offering broader reach and lower costs.
Key benefits:
- Diverse perspectives: Hiring online allows you to tap into a wider talent pool, fostering creativity and innovation by bringing in individuals with varied experiences and backgrounds.
- Real-time engagement: Many online platforms enable instant communication with candidates, allowing for quicker responses.
- Stat to note: 86% of companies use social media for recruitment.
Pro tip: Highlight your company culture and benefits prominently in your job postings to attract top candidates.
Example to take note of:
We’re a flexible, remote-first company offering a collaborative culture, competitive pay, and career development opportunities.
Best platforms to find employees online
LinkedIn
The most popular platform for professionals, with over 900 million users worldwide.
- How to use it: Utilize features like LinkedIn Recruiter to source and contact candidates.
- Pro tip: Use filters like “Open to Work” status, job title, and location for targeted searches.
Example:
- Go to LinkedIn Recruiter and set filters: “Marketing Manager” + “Open to Work” + “Remote.”
- Save results to a candidate list and start outreach.
LinkedIn Recruiter has been incredibly valuable in hitting passive candidates. I’ll send InMails that reinforce the fact that I’m the hiring manager and get a response rate of 34%. That’s well worth my while.
Indeed
- Largest job board globally, with 69% of job seekers reporting they’ve used it.
- Pro tip: Include keywords like “remote” or “flexible hours” in job descriptions to boost visibility.
Example to take note of:
We’re hiring a remote Customer Support Specialist to join our growing team. Flexible hours and full training provided.
Niche job boards
- Use Stack Overflow for tech talent or Behance for creative roles.
- Pro tip: Include role-specific skills in job titles, such as “Python Developer” or “Graphic Designer.”
Leverage technology to automate recruitment
Automation tools speed up the hiring process by eliminating repetitive tasks, allowing recruiters to focus on high-value activities like candidate engagement and strategic planning.
These tools integrate with applicant tracking systems (ATS), reducing human error in candidate sorting and qualification. Moreover, advanced automation solutions leverage AI-driven insights to identify the best-fit candidates based on predictive analytics, helping you make data-informed decisions.
By automating tedious processes, such as resume screening and follow-up communications, companies can significantly cut costs while improving the precision of their hiring efforts. This edge is particularly crucial in competitive industries.
Read our guide: Automate LinkedIn outreach when hiring
Create an effective online job posting
What makes a job posting effective?
- Clear, keyword-rich titles (e.g., “Remote Digital Marketing Specialist”).
- Transparent salary ranges (jobs with listed salaries get 75% more clicks).
Example template:
- Job title: Remote Full-Stack Developer
- Location: Remote
- Salary: $80,000–$100,000
- Responsibilities: Develop and maintain scalable web applications.
- Requirements: Proficiency in JavaScript, React, and Node.js.
Pro tip: Use action verbs like “design,” “implement,” and “collaborate” to make job descriptions more engaging.
Build a strong employer brand online
How to showcase your brand
- Post behind-the-scenes videos of your team on LinkedIn or Instagram.
- Highlight employee success stories or testimonials.
- Pro tip: Encourage employees to leave Glassdoor reviews, as 86% of candidates use these company reviews to evaluate employers.
Example to take note of:
Create a social post: “Meet Jane, our Lead Developer. She joined us two years ago and has since led three successful product launches!”
Use paid ads to find employees faster
Why paid ads work
- Paid ads target passive candidates who aren’t actively job searching.
- Stat: Programmatic job ads improve applicant quality by 49%.
- Pro tip: Target specific job-related keywords in your ads.
Example ad copy:
Hiring now: Remote Software Engineer. Competitive salary + flexible hours. Apply today!
Build a talent pool for future hiring
Why you need a talent pool
A talent pool ensures you always have access to qualified candidates for future roles.
Pro tip:
Use tools like Wiza to extract and verify LinkedIn profiles.
Example workflow:
- Export a list of LinkedIn connections.
- Use a tool like Wiza to score email validity.
- Add verified contacts to your CRM for future outreach.
Personalize your talent-hunting
By utilizing advanced tools and platforms, understanding where your ideal candidates spend their time, and tailoring your outreach strategies, you can simplify your hiring and make meaningful connections with top talent.
Whether you choose LinkedIn, job boards, or automation tools, the key lies in maintaining a consistent approach.
Start applying these tips and see how they uplift your hiring process. Let us know in the comments below what tips you have that work!
Commonly asked questions and answers
What’s the best platform to find employees online?
The best platform depends on your industry and hiring needs. LinkedIn is excellent for professional and executive roles, while platforms like Indeed or Glassdoor are better suited for a broader range of positions. For creative or gig-based work, try Fiverr or Upwork. Research where your ideal candidates are most active and tailor your approach accordingly.
How do I ensure I’m targeting the right candidates?
Start by defining clear job descriptions and outlining the skills and experience required for the role. Use advanced filters on job boards or LinkedIn to narrow down your search by location, skills, and experience level. Pair these efforts with tools like Wiza or Hunter to verify contact information and ensure you’re reaching out to the most relevant prospects.
How can I improve my response rate when reaching out to candidates?
Start your message with the candidate’s name, mention their skills or experience, and explain why you think they’re a great fit for the role. Always include a clear call-to-action, like scheduling a quick call or replying with their availability. Avoid generic messages, as they tend to get ignored.
Example of a personalized outreach message:
Subject: Excited about your expertise in [skill/industry]!
Hi [Candidate’s Name],
I came across your profile and was impressed by your experience in [specific skill or project they’ve worked on].
At [Your Company Name], we’re currently working on [specific project or goal], and your background in [specific skill/experience] makes you an excellent fit for our team.
I’d love to schedule a quick call to discuss how your expertise could contribute to [specific role/project]. Are you available for a brief chat this week?
Looking forward to hearing from you!
Best regards,
[Your Full Name]
[Your Job Title]
[Your Contact Info]
