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Technology In Recruitment & Selection


At present the development of Information Technology & Telecommunication facilities has done a significant change in many fields. In this chapter we will have an idea of how Technology has changed things in recruitment and selection.

While the traditional recruitment procedure is still relevant, tech-driven, mobile-first solutions have given it a creative and dynamic competition. In order to draw in tech-savvy, digital-native talent from Gen Z (iGen) and Y (millennials), brands must interact with this talent on the digital platforms and venues where they spend their time.

To better support a mobile and tech-first workforce, many companies have done a wonderful job of adapting how they integrate technology in workspaces, other systems, and procedures at work. Unfortunately, their experience is much too often like constructing a brand-new library with brand-new shelves. The one issue is that books, or whatever it is that people are reading these days, still need to be added to those shelves.

Put another way, if you want to draw in the ideal applicants, your employer brand needs to be more than just your workplace, even if it has grown to be a sought-after destination for Gen Y and Z employees to work. The hiring process is the first step in this. An increasing number of corporations are turning to recruiting specialists—outside companies that carry out a service commonly referred to as recruitment process outsourcing (RPO)—for assistance due to the mind-numbing rate at which technology is changing. RPO, along with other tech-driven outsourcing services, has consistently grown at one of the fastest rates in recent years—more than 15% annually.


According to BBC, the following steps are carried out by companies in the process of recruitment and selection.

  • The use of computers to create job adverts.
  • The use of the Internet to advertise job vacancies.
  • Applications are often filled out using an online form.
  • A database can be used to store information on candidates applying for positions within a company.
  • Video conferencing on a PC or smartphone could be used to conduct interviews.
  • Online tests and assessments can be used during the testing stage of the selection process.


Technology's Impact on Recruitment & Selection

Due to the strong competition in present business environment, only the best can survive in the market.
Information technology is being used by businesses to improve HR management because of this. The integration of technology into human resources management, exemplified by the HRIS (Human Resources Information System), has expedited the recruitment process by simplifying and streamlining the collection, compilation, and dissemination of employee data.

In order to handle employee data more effectively and efficiently, HR departments were increasingly asked to embrace computer technology in the 1960s, which led to the creation of the first MIS, or management information system.  The decision to use computerized personnel management systems became imperative throughout the years due to the declining cost of computer technology in comparison to the rising cost of pay and benefits.

According to IceHrm (2020) HBR reported in 2016 that 57% of business and HR managers are using new technologies and recruitment tools and 32% are ready to use them to speed up the recruitment process.

Advantages in using Technology In Recruitment & Selection
  • Cost saving
  • Reduce the human errors
  • Improving efficiency and quality
  • Wider reach and access to talent
 Disadvantages in using Technology In Recruitment & Selection
  • Loss of Human touch in the process
  • Data privacy concerns
  • Bias in algorithms
  • Skill shortages and digital divide

Organizations should take a balanced strategy that incorporates technical innovation, human oversight, and ethical considerations in order to reduce these drawbacks. This entails routinely checking algorithms for bias, giving candidate-centric design principles first priority, and giving recruiters on-going guidance and assistance as they negotiate the rapidly changing field of technology-enabled recruitment and selection.

Conclusion

Essentially, selection and recruiting are the cornerstone HRM procedures that boost organizational success and promote long-term development. Organizations may develop a skilled workforce that can ensure success in a more competitive environment by adopting strategic recruitment processes, utilizing cutting-edge selection techniques, and adjusting to changing trends. Ensuring that recruitment and selection practices are in line with corporate aims and values is crucial for achieving long-term strategic goals and fostering an inclusive and exceptional culture.


References

Tyfting, M. (2022) How Technology Can Enhance Modern Recruitment, Forbes. Available at: https://www.forbes.com/sites/forbeshumanresourcescouncil/2019/09/12/how-technology-can-enhance-modern-recruitment/?sh=535b86017314. (Accessed on 01st April 2024)

Role of technology in recruitment and selection - Recruitment and selection - National 5 Business management Revision - BBC Bitesize (2023) BBC Bitesize. Available at: https://www.bbc.co.uk/bitesize/guides/z3s9fcw/revision/4. (Accessed on 02nd April 2024)

IceHrm (2020) Impact of technological advancement on recruitment process, IceHrm. Available at: https://icehrm.com/blog/impact-of-technological-advancement-on-recruitment-process/. (Accessed on 07th April 2024)


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