It's a whole new ballgame out there for recruiters and human resource managers. The days of walk-ins and resumes collected from newspaper ads are gone – they've been gone for while. Most recruiters have known this for years. Others have been stuck in the recession along with their clients, finding out only recently that electronic headhunting is now the norm, a reality and no longer just another experimental strategy. If you're one of those who have been living in a cave these past few years, here are a few tips to get you started in online recruiting.

1. Before you begin, go out and buy some recruitment tracking software. The numbers on the web are much larger than anything you've seen in the old world of employee recruitment. You can't keep track of all those applicants using a file and folder system. You could try, but you'll be much more efficient if you invest a few dollars in a job applicant tracking system. The best ones practically do the job for you.
2. Learn the lingo. Don't go in blind when you start your online recruitment push. Learn what the abbreviations mean and how to speak techie. You don't have to be an expert at it, but at least give yourself a working knowledge of the language of the internet and the terms your potential candidates will be using in their cover letters and resumes.
3. Do some research on the job boards you intend to advertise with. There are certain types of web based recruiting software that can help you with this. Don't fall into the trap of thinking that a good-looking site is a successful site. That's not how the web works. How much traffic is that site getting every day? That's the question that's most important. If no one sees your ad, no one will apply for the job.
4. Give yourself at least a week before you schedule any interviews. Spend that week fielding resumes and setting up your new job applicant tracking system. You'll want to know exactly what you have there and who has what skills and qualifications. Learn how to use the software and you'll get answers to those questions. 
5. Document everything. If someone fails a background or drug test, make sure you document it in your database. If you want to hire someone but don't have the extra opening, document that so you can bring them on board next time. recruitment tracking isn't just for today; it's for the future. Use it properly and you can save yourself significant expense and time down the road. 

Recruiting using the web is far more effective than any of the older methods, but you may find you still want to run newspaper ads or go to networking events. If you do, make sure you follow all of the steps above for those mediums too. Tracking and documentation are the keys to a successful recruitment drive. They're not just web tools; they are employer necessities.