Technology In Recruitment Selection Business Essay

engineering science In enlisting Selection Business judgeIntroductionIn a world that is constantly changing and evolving, engine room surrounds us alone. This prove identifies and esteems the apply of technology in the HR plane section in general and in the enlisting choice physical process in particular. Technology, E-Human Resources and E-HR administrations depart de be defined first. Then, the enlisting and pick process bequeath be described along with the different enlisting tools. The different methods of online enlisting will be evaluated along with e-selection methods.The pros and cons of the uses of technology in the enlisting selection processes will be discussed in depth. Finally, a conclusion will be make.Human Resources TechnologyTechnology according to ENCYCLOPEDIA BRITANICA (2010) isthe application of scientific knowledge to the practical aims of clement life or, as it is sometimes phrased, to the limiting and manipulation of the adult male environm ent.The past decade has seen the introduction, application, and merging of technology in the moldforce or as some may label it the info revolution. The information revolution has changed the whole work environment. Most of the tasks atomic number 18 computerized and companies trust heavily on their computer systems.The Human resource surgical incision was non immune to such a revolution, the adaptation of technology in HR lead to the birth of E-Human Resources.E- Human ResourcesENTREPRENEUR (2010) defines Human Resources as The department or support systems responsible for soulnel sourcing and hiring, appli lavatoryt tracking, skills development and tracking, benefits garbage disposal and compliance with associated g everywherenment regulations.The Human Resources department is the hub of the guild. It acts homogeneous an advocate for twain the conjunction and the employees and is responsible for the employees well-being, benefits, payroll, hiring, team building, coach ing, enlisting and selectionetc.E-Human Resources on the other sink refers to the application of technology like the network in the transactions of the human resources department. (Lengnick-Hall and Moritz, 2003).E-HR aims at running the operations of the HR department smoothly and efficiently, by supportinging all necessary information readily available to all managers and employees when chooseed.E- Human Resources SystemsThe mixture of the vast emergence information technology and the need for continual improvement of work efficiency was among the major device drivers for the development of the E-Human Resources systems. (Stanton and Co everywheret, 2004 Fletcher, 2005). In other language E-HR systems be a merger between HR activities and information technology.Human Resources systems ar created by vendors like Oracle and Ascentis, they unremarkably imply four modules Payroll module, Time and Labor Management module, Benefits garbage disposal module, and finally the H R trouble module. The Payroll module manages and cracks all employees salaries and payrolls, go the Time and Labor management modules control attendance, absences issues. Benefit Administration precedent deals with employees benefits and entitlements. While the HR management module helps in the selection and enlisting process, more on this module will be explained later.Moreover, E-HR systems excessively include enterp show up resource planning system (ERP), HR service centres, interactional voice response, manager and employee portals and web applications. (Panayotopoulou,Vakola and Galanaki 2007). Enterprise resource planning system is use to manage financial, materials and human resources both internally and externally.Overall, HR systems consent to for for the different needs of the HR department and helps automate legion(predicate) aspects of human resourcing.Recruitment and SelectionEvery business, enterprise and organization goes through the enlisting and selection process. It is the approximately important aspect of the human resource management department, as it provides the organization with the essential resources needed for its operations the human bully (Barber, 1998). Recruitment is defined as the activities an organization undertakes in purchase order to come out and attract authorization employees (Breaugh and Starke, 2000). Selection is what comes after recruitment of choosing the best outlook for the business enterprise out of all the applicators.The recruitment and selection process acquire the recruitment and selection process ravish is non an option for recruiters, the wrong person for the furrow will not only affect the confederations productivity nevertheless it will as well result in business losses (book reference). That is why near companies follow a somewhat standardized recruitment and selection process, shown in the figure below.RecruitmentOrganizations mold their recruitment processes or strategies according to the agate line they want to occupy. In order to attract the decently candidates, HR professionals labour in a certain way, seek professionals or graduates, shock agencies or use the Internet.Recruitment toolsIn a acquire by Bernthal and Development Dimensions International, data was collected from members of the Electronic Recruiting Exchange. Among the survey questions was a question about the recruitment strategy and its effectiveness. The baffleings of the tuition show that the network is the around favorite and most effective recruitment method piece of music employee referrals came second. This shows that although the lucre is new and more effective, it did not replace the traditional recruitment methods.Figure showing Berthals resultsTaken from Recruitment Selection paper by Barthal and Development Dimensions InternationalOnline RecruitmentThe internet was not acknowledged as a recruitment tool until the mid 1990s. With the benefits it brought to rec ruiters, the media described it as the driver behind a recruiting revolution (Boydell, 2002). Mevery companies now feed a new position in the HR department Online recruiter.Online recruitment is growing rapidly both recruiters and assembly line seekers around the world use it. It can be defined as the use of the internet to tick job seekers with appropriate jobs. In other terms, victimisation the internet to attract potential employees.Studies were carried out to understand and quantify how a great deal recruitment exactly is make online. These studies include a study by total jobs 2004 that shows that two thirds of the organizations in the UK use job lineups. While HR focus (2001) indicated that more than 75% of HR professionals use job boards in addition to the traditional recruitment methods. In the USA, Cober and Brown (2006) found out that 50% of the recruitments were carried online and this figure is anticipate to increase. Moreover, a study by Capelli (2001) say that 90% of the Fortune cholecalciferol use online recruiting. A poll carried out by The Recruiters Network (website) showed that 45% of the companies filled 20% or more of their positions through online recruitment (Charles 2000).The most effective and popular online recruitment methods areTalent Management SystemsThe HR management module mentioned previously pursues talent management. Talent management is the process of attracting and hiring skilled employees, or retaining current employees while helping them work on their own talents.Talent Management systems perform the following tasks analyze the use of personnel within the comp either, post job vacancies online, review applicants credentials, track demographic data of candidates, store information, automatically communicate and provide information to applicants and many more, depending on the company. Thus talent management systems are used in the recruitment process.Advertising on the companys siteThe first, cheapest step a com pany can take to recruit people is to advertise about the job offer on its on website. In a study by Bartam (2000) figures showed 88% of companies recruiting 50 or more graduates per year advertise on their own website.Advertising on the companys website slashes advertisement costs in newspapers, magazines, and recruitment agenciesetc. the internet is global medium, thus make it very much easier to spread the word, while being much more cost effective. The company can also use Google ads as a way to advertise for job vacancies within the organization.Job BoardsJob boards are recruitment websites that match recruiters with the most appropriate applicants (also called job hunters) through advertisements and job postings. in that respect are plenty of job boards on the world wide web the most popular include Monster, CareerBuilder and HotJobs.com. Since these websites are similar and offer the alike service, monster.com will be used as an example in order to evaluate and understand job boards.Monster.comMonster.com is a global online recruitment website. Its network consists of 22 local content and language sites.The traffic on the website is estimated to be over 25 million job seeking substance ab users and over 100,000 member companies. Its r meaning database contains more than 17 million rsums. devil separate studies by Gutmacher (2000) and Leonard (2000) both confirmed that the emergence of monster.com and rsum as frequent look for words indicates the influence of job boards (monster.com) on web job searching or in other words online recruitment.According to monster.coms involvement ability, the month of September 2010 showed a 131 employment index the highest so far.More interestingly, Wales showed the highest employment in the UK region.From the figures and information above, it is safe to finish that job boards are doing well and play a vital bureau in online recruitment. However, a significant number of job seekers continue to search in general s earch engines (reference) while other studies highlighted the role of friendly media websites play in job recruitment.Social media websitesThe past decade has seen the rise of social media websites. It is now not enough to post your resume on a job board. Social recruitment is now under takening to over shadow the use of job boards and other traditional recruitment methods at some companies (Levinson 2010). Moreover, recruiters are spammed with hundreds of applications of unqualified personnel when posting on mountainous job boards which forces them to look for qualified applicants elsewhere.Findings from a survey conducted by Jobvite (a recruitment software maker) showed that 73.3% of the companies use social networks for recruitment, while 9.3% are planning to begin next year. Another finding shows that LinkedIn, Facebook and Twitter are among the most popular social media networks used by companies for recruitment.LinkedInLinkedIn is a professional network, which includes cont acts and relationships developed over the years.. LinkedIn provides its users with the means of establishing an authoritative resource on their experience and capabilities, thus making users more attractive to recruiters. Currently LinkedIn consists of more than 80 million members from over 200 countries.LinkedIn from recruiters perspective is a place that provides coming to different kinds of true qualified talents. The main reason that companies are using LinkedIn is to find inactive job candidates. Another reason why companies are using LinkedIn, is because referrals from their employees are highly valued because they typically have a higher achiever rate (hence the popular employee referral bonuses). LinkedIn helps companies leverage the networks of their employees. Kay Luo, Director of corporate communication at LinkedIn.Hundred of companies use LinkedIn and LinkedIn corporate solutions to post jobs and source candidates for recruitment. The question is How does LinkedIn wo rk? For example, person x creates a profile, uploads a picture and writes graduate his skills, capabilities and experiences. A company searching for an employee or a recruitment agency works for that company searches the databases available at LinkedIn, finds person x who has the skills required for the job. The company then looks at his information and if person x is the right person for the job, they contact him.LinkedIn is growing rapidly to the extent to which it is almost unprofessional not to have a LinkedIn profile. Considering that executives and employees from the all the fortune 500 companies have LinkedIn profiles.FacebookFacebook is class-conscious 2nd among social media sites used for recruitment purposes. It is a social networking site that connects people with their friends, co-workers, family members, and others. Chris Russel, founder of jobsinpods.com thinks that Facebook is a talent goldmine. Its filled with millions of passive candidates that employers covet. f lavor at at Facebooks demographics, it has more than 200 million active users. Success recruitment stories, like the Ernest Young Facebook aggroup means if Facebook is utilized correctly, recruiters can access and select from a wide spread of talented candidates.They key to Facebook recruitment is to create relationships with potential employees in order to make yourself their employer of choice (Facebook Recruitment Tips, 2008)The figure below illustrates how facebook can be usedSelectionThe selection process is not unaccented. An executive interviewed by Forrester explained the selection process We have to sift through lots of resumes, like kissing frogs before you find the prince (Lawrence 1999)Hundreds of applicants apply for the job, companies then have to drool out the suitable ones and filter them even more to find the right person for the job.Technology has made the selection process easier, nowadays there are numerous methods used by companies in order to test applicant s. Some of these methods areApplications DatabaseApplications Database also known as resume database are computer softwares used to keep track of applications. Applications are sent to the database where they are stored, a query containing any keyword the company desires is run to find applicants with the required specifications. This helps in narrowing down the applicants to the most suitable ones.These programs also enable companies to send template emails and puzzle up interviews without the need to manually do it, thus proving to be cost and time efficient.Online testing and assessmentPsychometric tests are used to handbill the applicants capabilities. It gives the employer an insight into whether the applicant can work well with a group and his ability to handle stress and meet intellectual demands of the job.These tests are normally divided intoAptitude testsThere are several types of aptitude tests as shown in the figure below. The type of test the applicant has to sit thro ugh depends on the job he/she is applying for.Taken from psychometric-success.comAptitude tests measure the abilities of applicants in the area the job requires the most.Personality testsPersonality tests include questions about behavior, feelings and thoughts. They are used to analyze the applicants characteristics in order to find out if the applicant has the right characteristics to help him fit into the organization, whether its motivation, discipline, enthusiasmetc.Psychometrics tests are usually presented in multiple-choice formats. The applicant answers directly into the computer or an electronic device. The results are calculated straight away and compared with the results of a control group.Internet InterviewsInterviews are an essential part of the selection process. It gives both the employer and the employee a chance to get to know each other and have a face to face conversation.Based on the interview the employer can watch whether the applicant is suitable or not. There are different types of interviews masking, selection, group, stress, panel, and most recently internet or online interviews.Online interviews are conducted over the internet using video conferencing, it is like a normal interview, except the interviewee is not in the same place as the interviewer geographically. Online interviews give the employer the chance of conducting the interview without discovery the cost of the applicants transportation and the time spent traveling this is very effective in interviewing people from overseas.Reference checksWhen selecting a potential employee, companies check the employees orbit for criminal, medical, credit records and job references (subjected to the presence of the search and access permission).Reference checks are commonly done over the telephone and by email. There are also websites offering to conduct employment reference checks for employment like credit-check-services.co.uk. It claims to verify the employees identity address crimin al record history employment history qualifications and more.Automated reference checks make accessing background information wide awake and smooth. The problem with reference checks is permission and privacy issue applicants must allow the company to do these checks.Assessment centersWith the help of computers and the internet, it is possible to create multi user exercises like business simulations. The users of this exercise dont need to be in the same place to take part.The exercise can be customized in order to include the tasks the employer wants to evaluate the applicants in. The exercise is closely monitored and from it the employer can tell which user is doing a get out job and who is having a tough time coping.It is to be noted, that one selection method doesnt replace the other. Different methods have to be applied in order to filter the hundred of applicants to the suitable one. profit Disadvantages of E- Recruitment SelectionThere are two sides to everything. The in troduction of technology to recruitment selection might be the best thing that happened to HR, but it also has its setbacks.On one hand, the introduction of technologyEnabled companies to identify a virtually unlimited number of job seekers.Reached people at a global level while traditional methods can only win the local job market. (Chaskelson, 2000), (Ganalaki, 2002)Reduced Advertising costs, posting a job vacancy on a companys website or a job board costs less than posting it on newspapers.Reduced the time taken in recruitment it reduced the time taken to post the job vacancy and resumes can be received on the same day.Technology also speeded up the recruitment process by automating some HR tasks.Provided a wider talent market for companies to choose from. iLogos research 1998 shows that the Internet provides better quality applicants as they tend to be better-educated and more computer literate than non-users.Provides 24/7 access to resumes and applicants can send their resume s at any time.Facilitated the use of databases, internet testing, assessment centers which help in the selection process.On the other hand, the advantages of technology are also its dangers.Due to the ease of looking for job posts and applying online, millions of rsums are sent which makes the screening process hard and time consuming.The presence of internet testing makes it easy for anyone to create a test and post.Loss of human interaction. A study by Arkin and Crabb (1999) shows that executive job applicants still prefer personal contact to internet contact.It cant replace the traditional recruitment and selection methods. Seminerio (2001) stated many companies might still continue to use traditional recruitment services for hiring executive staff employees.The use of internet could discriminate against non internet users or those who are not tidy with computers.There are also some legal issues with e-recruitment and selection. For example, manipulation could occur in the use o f internet tests the person applying may be different from the person taking the test.Overall, the advantages of e-recruitment outbalance its disadvantages.ConclusionTo sum it all up, this essay has discussed and evaluated the use of technology in recruitment selection. Online recruitment has been identified as the most efficient recruitment method, it branches into Talent Management Systems, Advertising on the companys website, job boards and social media network. There are some privacy and discrimination issues with online recruitment, but it does more good than harm.The use of technology in selection helped automate and make easy the different selection methods. It also introduced new ways of doing the methods like online interviews, tutelage an application database, online assessment centers and internet tests.I will end this essay by stating E-recruitment selection is here to stay and evolve the world into a much more advanced place of recruiting, which can potentially sub stantiation down global unemployment rates.