Technology In Recruitment Selection Business Essay Example

The aim of E-HR is to streamline and improve the operations of the HR department by ensuring all relevant information is easily accessible to managers and employees whenever necessary.

E- Human Resources Systems

The development of E-Human Resources systems was driven by the combination of advanced information technology and the need for continuous improvement of work efficiency (Stanton and Coovert, 2004; Fletcher, 2005). In essence, E-HR systems integrate HR activities with information technology. These systems, such as those offered by Oracle and Ascentis, typically consist of four modules: the Payroll module, the Time and Labor Management module, the Benefits Administration module, and finally the HR management module. The Payroll module oversees and manages employees' wages and paysheets, while the Time and Labor Management modules handle attendance and absence issues. The Benefits Administration module deals with employees' benefits and entitlements.

The HR department aids in the selection and hiring process, with more details to be provided later. Additionally, E-HR systems encompass enterprise resource planning (ERP) systems, HR service centers, interactive voice response, manager and employee portals, and web applications (Panayotopoulou, Vakola and Galanaki 2007). ERP systems are utilized for managing finances, materials, and human resources both internally and externally.

In general, HR systems streamline multiple aspects of human resourcing and address the varied needs of the HR department. Recruitment and Selection is a crucial process for businesses, enterprises, and organizations as it provides the necessary human capital for operations (Barber, 1998). Recruitment involves identifying and attracting potential employees, while selection entails choosing the best candidate among all applicants (Breaugh and Starke, 2000).
The importance of getting it right cannot be overstated. Making mistakes in the recruitment and selection process has

significant consequences that not only affect company productivity but also lead to business losses (book reference).

That is why most companies follow a slightly standardised enlisting and choice procedure, shown in the figure below.
Recruitment
Organizations mold their enlisting processes or schemes harmonizing to the occupation they want to busy. In order to pull the right campaigners, HR professionals advertise in a certain manner, seek professionals or alumnuss, contact bureaus or utilize the Internet.
Recruitment tools
In a survey by Bernthal and Development Dimensions International, information was collected from members of the Electronic Recruiting Exchange. Among the study inquiries was a inquiry about the enlisting scheme and its effectivity.

The survey findings show that cyberspace is the most popular and effective method for recruitment, followed by employee referrals. This suggests that while cyberspace is a newer and more effective method, it hasn't replaced traditional recruitment methods. A figure illustrating Berthal's results can be found in the Recruitment & Selection paper by Barthal and Development Dimensions International. Additionally, the internet wasn't recognized as a recruitment tool until the mid 1990s. Its benefits led to it being called the driving force behind a 'recruiting revolution' (Boydell, 2002). Many companies now have a new position in their HR department called Online Recruiter. Online recruitment is rapidly gaining popularity, with recruiters and job seekers worldwide using it.

Using the internet to match job seekers with suitable jobs is known as online recruitment. Various studies have been conducted to explore and measure the extent of online recruitment. These studies include a 2004 survey by Total Jobs, which revealed that two-thirds of UK organizations use job boards. Additionally, HR Focus (2001) reported that over 75% of HR

professionals in the UK utilize job boards in addition to traditional recruitment methods. In the USA, Cober and Brown (2006) discovered that 50% of job recruitments are conducted online, and this percentage is expected to rise.

Moreover, according to a survey conducted by Capelli (2001), 90% of the Fortune 500 utilize online recruiting. Similarly, a survey carried out by The Recruiters Network (website) revealed that 45% of companies fill 20% or more of their positions through online recruiting (Charles 2000).


The most effective and popular methods for online recruiting include:



Talent Management Systems

The HR department, mentioned previously, focuses on talent management. Talent management entails attracting and hiring skilled employees, as well as retaining current employees and supporting their personal talents. Talent management systems handle various tasks such as analyzing workforce utilization within the company, posting job vacancies online, evaluating applicant qualifications, tracking candidate demographic data, storing information, automatically communicating with and providing information to applicants, and more, depending on the company. Therefore, talent management systems play a role in the recruitment process.

According to a survey by Bartam (2000), advertising on the company's website is an affordable option for attracting people. The study discovered that "88% of companies recruiting 50 or more graduates per year advertise on their own website." In comparison to newspapers, magazines, and recruitment agencies, advertising on the company's website can lower expenses. Furthermore, the internet acts as a worldwide medium, simplifying and making information dissemination more cost-effective. Additionally, the company has the option to utilize Google ads in order to promote job openings.

Job Boards

Job boards, also known as job hunters, are recruitment websites that connect recruiters with suitable applicants. They

achieve this through advertisements and job postings. The internet hosts numerous job boards, with Monster, CareerBuilder, and HotJobs.com being among the most popular ones. In order to evaluate and comprehend job boards, we will focus on Monster.com as an example.

Monster.com

Monster.com is a worldwide online recruitment website.

Its website includes 22 local content and language communication sites. The traffic on the website is estimated to exceed 25 million users searching for jobs and over 100,000 member companies. Its resume database contains more than 17 million resumes. Two separate studies conducted by Gutmacher (2000) and Leonard (2000) both confirmed that the rise of monster.com and the use of "resume" as a common search term indicate the impact of job boards (specifically monster.com) on online job hunting. According to monster.com's employment index, September 2010 had the highest employment index so far, reaching 131.

Interestingly, the highest employment rate in the UK was observed in Wales. According to the given data and information, it can be concluded that job boards are effective and crucial for online hiring. However, a considerable number of job seekers still rely on general search engines for their job search, while other studies highlight the significance of social media websites in job recruitment.

Social media websites

In recent years, social media websites have gained popularity. Simply posting your resume on a job board is no longer enough.

Levinson (2010) states that social recruiting is becoming more significant in certain companies, surpassing traditional methods such as job boards. Moreover, recruiters often face an overwhelming amount of unqualified applications when utilizing large job boards, leading them to seek qualified candidates through other means. A survey conducted by

Jobvite showed that 73.3% of companies presently utilize social networks for recruitment purposes, with 9.3% planning to adopt this approach next year. The survey also revealed that LinkedIn, Facebook, and Twitter are the most widely used social media platforms for recruiting among companies.

LinkedIn is a professional website that allows users to connect and establish relationships. It provides a platform for users to demonstrate their skills and expertise, enhancing their attractiveness to recruiters. With its presence in over 200 countries and having more than 80 million members, LinkedIn serves as an invaluable resource for recruiters in search of talented individuals.

"The main reason companies are using LinkedIn is to find passive job candidates. Another reason why companies use LinkedIn is because employee referrals are highly valued due to their higher success rate (hence the popular "employee referral bonuses"). LinkedIn assists companies in leveraging their employees' networks." - Kay Luo, Director of Corporate Communication at LinkedIn.

Hundreds of companies utilize LinkedIn and its corporate solutions for job postings and candidate recruitment. This entails establishing a profile on LinkedIn that showcases an individual's photo, accomplishments, skills, and experiences. When an employer or recruitment agency seeks to hire someone, they search through LinkedIn's databases to identify candidates with the necessary qualifications. If person X meets the criteria, the company reviews their details and reaches out if deemed suitable.

LinkedIn is the leading platform for professionals to create their profiles. It has executives and employees from all Fortune 500 companies with LinkedIn profiles.
Facebook
Facebook, being the second most popular social media site for recruitment, serves as a social networking platform where individuals can connect with friends, colleagues, family members, and others. According to Chris

Russell, founder of jobsinpods.com, Facebook is a valuable resource for identifying talented individuals.

Facebook is filled with millions of inactive candidates that employers desire. However, it also has over 200 million active users. Successful recruitment stories, such as the Ernest & Young Facebook group, demonstrate that if Facebook is utilized effectively, recruiters can access and choose from a diverse range of talented candidates. The key to recruiting on Facebook is to build relationships with potential employees and position yourself as their preferred employer (Facebook Recruitment Tips, 2008). The diagram below depicts the potential usage of Facebook.

Selection

The selection process is not simple.

An executive interviewed by Forrester described the selection process as sifting through numerous resumes before finding the right candidate. Hundreds of applicants apply for a job, so companies have to filter out the suitable ones and further narrow them down to find the perfect fit. Technology has simplified the selection process, and now there are various methods used by companies to assess applicants. One of these methods is the Applications Database, also known as a resume database. This computer software helps companies keep track of applications by storing them in a database. The company can then run a query using specific keywords to find applicants with the required qualifications.

This text explains the benefits of using online testing and assessment in the hiring process. By utilizing this method, companies are able to narrow down their pool of applicants to the most suitable ones. Online testing and assessment also allows companies to send template emails and schedule interviews automatically, saving time and money.

Online testing and appraisal

Psychometric tests are used to evaluate an

applicant's capabilities. These tests provide insight into an applicant's ability to work well with a group, handle stress, and meet the intellectual demands of the job. Aptitude tests, which come in various types, are part of these psychometric assessments.

The type of trial the applier has to sit through depends on the occupation he/she is applying for. Taken from psychometric-success.com Aptitude trials measure the abilities of appliers in the country the occupation requires the most.

Personality trials Personality trials include inquiries about behaviour, feelings and ideas. They are used to analyse the applier's features in order to find out if the applier has the right features to assist him fit into the organisation, whether it's motivation, discipline, enthusiasm...etc. Psychometric trials are usually presented in multiple-choice formats.

The applicant responds directly using a computer or electronic device. The results are calculated immediately and compared with the results from a control group.

Internet Interviews

Interviews are a crucial part of the selection process. It allows the employer and employee to get to know each other and have a face-to-face conversation.

The employer can make a decision about the suitability of an applicant based on the interview. There are various types of interviews, such as showing, choice, group, emphasis, panel, and more recently, online interviews conducted over the internet using video conferencing. Online interviews allow the employer to conduct the interview without the need for the applicant to travel, which is cost-effective for interviewing people from abroad.

Mention checks

When selecting a potential employee, companies perform background checks on criminal, medical, credit records, and job references (depending on the presence of search and access

permission). Mention checks are typically done through telephone and email.

There are websites, such as credit-check-services.co.uk, that offer employment background checks. These checks verify a person's identity, references, criminal record history, employment history, qualifications, and more. Automated background checks make it easy to access this information. The issue with these checks is that applicants need to give permission for the company to conduct them.

Appraisal centers

With the use of computers and the internet, it is now possible to create multi-user exercises like business simulations.

This exercise allows users to participate remotely. It can be customized to include tasks that the employer wants to evaluate applicants on. The exercise is closely monitored so that the employer can determine which users are performing well and who is struggling. It should be noted that one selection method does not replace the other.

Various techniques need to be employed to filter through the hundreds of applicants and find the most suitable candidate.

On the one hand, the introduction of technology:

Allowed companies to identify an almost endless number of job seekers. It reached people on a global scale, whereas traditional methods were limited to the local job market. (Chaskelson, 2000), (Ganalaki, 2002) Technology also reduced advertising costs; posting a job vacancy on a company's website or job board is cheaper than advertising in newspapers. It also decreased the time taken in the recruitment process; job vacancies can be posted and resumes received on the same day.

Technology has accelerated the recruitment process by automating certain HR tasks. It has also opened up a wide talent pool for companies to choose from. According

to iLogos research in 1998, the Internet attracts higher-quality applicants who are more educated and proficient in computer skills compared to non-users. Additionally, it provides round-the-clock access to resumes, allowing applicants to submit their resumes at any time.

Implemented the utilization of databases, online testing, and assessment centers to aid in the selection process. However, technology also has its drawbacks. The ease of searching for job opportunities and submitting applications online has led to an overwhelming number of resumes, making the screening process time-consuming and challenging. Additionally, the availability of internet testing allows anyone to create and publish tests, resulting in a loss of human interaction.

According to a survey conducted by Arkin and Crabb (1999), executive job applicants still tend to prefer personal contact over internet contact, as it cannot replace traditional recruitment and selection methods. Seminerio (2001) noted that many companies might continue to use traditional recruitment services when hiring executive staff. The use of the internet for recruiting could result in discrimination against non-internet users or individuals who are not proficient in computer skills. Additionally, there are legal concerns related to e-recruitment and selection. For example, there is the potential for misuse of internet tests, where the person applying may be different from the person taking the test.

Overall, e-recruitment has more advantages than disadvantages.

The decision of this essay is that online recruitment is the most efficient method, including Talent Management Systems, advertising on the company's website, job boards, and social media. However, there are privacy and discrimination concerns with online recruitment, but the benefits outweigh the drawbacks.

The implementation of engineering in recruitment has facilitated and streamlined various selection processes. It has also brought

about innovative methods such as online interviews, application databases, online assessment centers, and internet-based tests. In conclusion, E-recruitment & Selection is a permanent and progressive trend that will transform the world into a more advanced recruiting environment, with the potential to reduce global unemployment rates.