Information Technology in the Recruitment and Selection Process
The importance of an appropriate recruitment and selection process
Recruitment
is the process of attracting potential employees and motivating them to apply
for a job in an organization (Compton, 2009). This process involves developing
appropriate techniques to attract more candidates into the vacancy, whereas the
selection process focuses on identifying the most suitable candidates for the
vacancy (Abraham et al., 2015).
I
work for an IT company that also follows a step-by-step recruitment process to
identify the most skilled and appropriate candidate for the company, as shown
below in Figure 01. In which the HR team and the particular division start
working together to hire the right employee/s by analyzing the number of
positions to be filled, the required skills and responsibilities, and the
qualification assessments when a vacancy is created. After a detailed
evaluation, the HR team makes the job description, including the job title, job
summary, and other information related to the job. Our company's top management
considers that employee referral programs are the most effective and economical
way to recruit employees. Employee referral programs are an internal recruiting
method where organizations try to identify talented people by requesting their
existing employees to recommend candidates from their existing networks
(Tikhonov, 2019). As the next step, the candidates' CVs are closely evaluated
to select the most suitable for interviewing process. As my current workplace
is in the IT industry, interviewing process is crucial. This is because
quantifying and qualifying technical skills are challenging due to the dynamic
environment. However, the company carries out several diversified interviews to
identify the most suitable candidate/s. Finally, selecting and appointing
candidates is taken place based on the interviewing results.
Figure 01: The recruitment and selection process
Source: (Savola and Troqe, 2019)
Organizations should not undervalue the importance of the
recruitment and selection process as wrong recruitment and selection decisions
can affect more costs and adverse situations (Ekwoaba, Ikeije, and Ufoma,
2015). For instance, In all, Kanyemba, Iwu, and Allen-ILE (2015) have proved
based on a comprehensive statistical analysis that effective recruitment and
selection process facilitates high productivity, less training, and marketing
cost, reduced labor absenteeism, and increased financial performance in the
organization. Furthermore, Bach (2005) states that rising worldwide competition
coupled with increased customer expectations create an environment where it is
difficult for an organization to accomplish consistent growth and long-term
survival.
Therefore, it is not adequate to have past
social acceptance and the reputation to effectively sell a product or service.
Hence, organizations are required to have well-versed intellectual skills to
face the rapidly changing global environment. In other words, sustainable
success depends on attracting and retaining high-quality talents who can
effectively respond to this changing environment.
Applications of Information Technology in the
Recruitment and Selection process
The application of information technology and its sophisticated
innovations have changed the recruitment and selection of talents. This has
caused e-HRM (electronic Human Resource Management) initiation in many
industries (Baykal, 2020). Further, this technology involvement enables
selecting the most suitable candidate within a brief period at the lowest
possible cost and creating a competitive advantage in the market (Aslam et al.,
2019). The recruitment and selection process has been enhanced by
technological advancements such as cloud systems, robust data analysis
software, robotic process automation, and typical artificial intelligence
applications (Pena et al., 2020).
Video 01: The deployment of Artificial Intelligence to analyze the job applicants.
Source: (Wall Street Journals, 2018)
Figure 02 illustration shows how Artificial Intelligence (AI) acts
as a recruitment tool to extract sensitive unstructured data from the
applicant's curriculum vitae (CVs) and give a final score for each candidate.
This helps employers to rank and shortlist the candidates without human
involvement.
Figure 02: The Artificial Intelligence (AI) as a recruitment tool
Source (Pena et al., 2020)
Furthermore,
it is recommended by Mwita (2020) that the adoption of e-HRM is essential as
most human resource activities such as recruitment and selection practices,
training and performance management needs to be carried out without unwanted
physical contact with the candidates and other relevant parties during the
Covid-19 virus outbreak.
For example, considering the place I am working, the entire
recruitment process was restructured and implemented electronically during the
covid-19 pandemic situation where applicants can send their resumes through
LinkedIn profiles and emails. The HR team organized the interviews via online
video conference calls. This adoption enabled our company to continue the
recruitment and selection process without breaking the consistency of the
operations.
References
Abraham, M. et al.
(2015). A Review of SMEs Recruitment and Selection Dilemma: Finding a 'Fit.'
The Journal of Developing Areas, 49, pp.335–342. [Online]. Available at:
doi:10.1353/jda.2015.0058.
Aslam, N. et al. (2019).
Effective Use of Social Media During Recruitment Process. p.23.
Bach, S. (Ed). (2005).
Managing human resources: personnel management in transition. 4th ed. Malden,
MA: Blackwell.
Baykal, E. (2020).
Digital Era and New Methods for Employee Recruitment. In: pp.412–430. [Online].
Available at: doi:10.4018/978-1-7998-1125-1.ch018.
Compton, R. L. (2009).
Effective Recruitment and Selection Practices. CCH Australia Limited.
Ekwoaba, J. O., Ikeije,
U. U. and Ufoma, N. (2015). THE IMPACT OF RECRUITMENT AND SELECTION CRITERIA ON
ORGANIZATIONAL PERFORMANCE. p.12.
Kanyemba, M., Iwu, C.
and Allen-ILE, C. (2015). Impact of recruitment and selection on organizational
productivity. Evidence from the staff of a university in South Africa.
CORPORATE OWNERSHIP & CONTROL, VOLUME 12, pp.177–185. [Online]. Available
at: doi:10.22495/cocv12i2c1p1.
Mwita, K. (2020).
Effects of coronavirus pandemic (covid-19) on selected human resource
management practices in Tanzania. pp.252–259.
Pena, A. et al. (2020).
Bias in Multimodal AI: Testbed for Fair Automatic Recruitment. In: 2020
IEEE/CVF Conference on Computer Vision and Pattern Recognition Workshops
(CVPRW). June 2020. Seattle, WA, USA: IEEE. pp.129–137. [Online]. Available at:
doi:10.1109/CVPRW50498.2020.00022 [Accessed 14 April 2021].
Savola, H., and Troqe,
B. (2019). Recruiters just wanna have...AI? : Implications of implementing AI
in HR recruitment. [Online]. Available at:
http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-158480 [Accessed 20 April
2021].
Tikhonov, A. I. (2019). The use of networking in staff recruitment: recommendations and referral programs. Amazonia Investiga, 8 (19), pp.521–528.
Agree with your views, recruitment has become more vital of organizations in current context because attracting and selecting a proper candidate from outside is difficult and time consuming hence most of the organizations are practicing online recruitment which reduce time and cost further online and social media recruitment gives the real view of candidate thus organization could decide whether this person is suitable for organizations requirement and culture (Muduli and Trivedi, 2020).
ReplyDeleteAppreciate your time and views. Recruitment approaches such as corporate websites, mobile hiring, social media have become the chief modern trends of HR activities. These methodologies have to implement due to the practical usefulness. For instance, Corporate websites give comprehensive information on the job openings and the business, whereas it has 24/7 access internationally for the job seeker (Boehle, 2000).
DeleteAgree with your points. The recruitment and selection of an organization today depends on speed and accuracy. With increasing numbers of qualified applicants chasing a pool of jobs, HR managers need to find ways to sort through applications quickly, while accurately selecting the best candidates. The help may come through the use of new technologies, which may speed up the process (Borowska and Wilczewska, 2018).
ReplyDeleteAppreciate your time and views. Recruitment of employees through traditional media will only give knowledge based on the unoccupied vacancy. In other words, traditional approaches cannot provide information related to the company's vision and mission. The recent high IT-intensive hiring methodologies produce a detailed view about the candidate and the additional organization information (Lievens & Harris, 2003).
DeleteIn addition, as Samuel et al (2014) discussed, the human resource department should appraise employees to help them give off their best and help improve performance of employees; this will always keep employees on their toes to give off their best. Refresher courses must be organized for employees for them to be abreast with trends in the ever growing market.
ReplyDeleteMotivation is an essential factor of organizational performance because it provides infinite gains to the company. Motivated workers are involved in their profession with enforcement of immense quality. Apart from this, employees are more actively engaged in their tasks, work longer hours, select more challenging goals to accomplish (Becker et al. 2015). The IT-intensive hiring methods use a proactive strategy and diverse circumstances into attention before deciding the employees. Therefore, this supports a comforting company workforce with high employee motivation (Foster, 2005).
DeleteAgree with your views. However, the realisation of improved efficiency and effectiveness is dependent on the design and implementation of the system and increased effectiveness and involvement in delivering the business strategy may depend on appropriate redeployment and up-skilling of HR staff (Parry and Tyson, 2011)
ReplyDeleteAppreciate your time and views. In addition to your point, utilizing internet recruitment facilitates companies to develop the company's image appearance. Finally, with the possible applicants' demand, the organization creates a high social acceptance to represent or communicate with the employees (Gentle, 2014).
DeleteI really like the fact as per the shred video that using online approach hence In this regard, Naglieri et al. (2004) address a number of delicate issues, such as proper identification of an applicant, in
ReplyDeleteaddition to ethical and legal concerns that warrant consideration before implementing online testing.
Yes, the video illustrates the fantastic applications of AI in the recruitment process. The HR team practice AI to select, engage, and motivate the skillful workforce that drives both company and the employees to progress and increase their well-being (Geetha & Reddy, 2018).
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ReplyDeleteAgree with your points. Video interviewing is considered as the best substitute for a traditional interviewing process. It reduces the needs for telephonic or face to face interview. The HR does not have to arrange many meetings with candidates.The pre-recorded questions can be sent to different stack holders that can conduct the interview even when the recruiter is not around. The candidate also gets the flexibility to attend the video interview as and when he finds the time to be appropriate(Gentle, S. 2018)
ReplyDeleteAgree with your comments. Modern IT-intensive recruitment methods facilitate diverse possible applications from different countries globally (Kettley, 2003). This is undoubtedly an asset for all businesses. This also eliminates the disappointments of not winning the best applicant (Rana & Singh, 2015).
DeleteAgreed with you and adding to that
ReplyDeleteParry (2011) argued that the development of technology has allowed firms to provide services
directly to employees and managers through the use of self-service systems.
Innovative technologies, such as big data analytics concepts and artificial intelligence (AI), are developing quickly in the modern world. Many companies practice big data analysis and AI applications in the recruitment and selection process (Albert, 2019). Online recruitment, also recognized as e-recruitment, is developed based on online technology (Dhamija, 2012).
DeleteAgree Harsha, it is true that, The use of Information Technology (IT) has been advocated as an opportunity for human resource (HR) professionals to become strategic partners with top management. The idea has been that IT would allow for the HR function to become more efficient and to provide better information for decision-making (Samuel, 2014).
ReplyDeleteThe term Fix websites covers many different skills and disciplines that are used to build and maintain a website. It includes interface design, web graphic design, skillful web content (authoring), user experience design and search engine optimization. Web design plays an important role for an enterprise or a company by getting attention from a web visitor. Many businesses have been benefited with creative and beautiful web designs.
ReplyDelete