Impact Of Technology On Recruitment Assignment Sample

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Introduction

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The technology is driving the world around us and moving towards creating a better society. Making use of technologies in the different areas is helping a lot in making the work easier and more convenient. The businesses belonging to different industries are making use of effective technologies for changing the way in which their business operations are being managed. Businesses are the one which are making effective use of the technologies and modern concepts for managing the business operations in an efficient manner. There are different business areas such as training and development, recruitment, hiring, manufacturing, production and many more (Labiner et. al. 2021). In the recent decades making use of technology for the recruitment process had increased to a great extent as it is helping the businesses in reaching out to the potential candidates in an appropriate manner. There are multiple tools which can be used by the businesses for making the recruitment process for the company quite effective.

Involvement of technology in the organisation for the purpose of recruitment is helping the company in making the overall recruitment process more effective and helps the company in saving cost and time as well. The businesses are making use of technology for the recruitment by using the computer bases assessments, chatbots, online software for interviews, video conferencing, internet, mobile applications and many more (Graybill et. al. 2013). Along with this the changing technological trends and ongoing technological advancement is helping the businesses in using modern technologies for making the recruitment process more effective. In this essay the researcher will critically evaluate the impact of technology on recruitment onboarding and analysing that how the latest technologies are affecting the business’s recruitment and onboarding. For this literature will be reviewed through multiple websites, online blogs, journals and other literature sources for doing critical analysis in detail.

Literature Review/ Theoretical Framework

Concept of using technology for Recruitment and boarding

All the businesses need to understand that in today’s competitive business world it is important for them to have well conducted recruiting programs. Borowska and Wilczewka, (2018) has stated in their report that having right candidates for the different job roles can help the firms in improving their business performance. Earlier having face to face recruitment is the only option for the employers. But due to technological advancements now there are multiple technologies which can be used for the purpose of recruitment. E-recruitment is one of the most popular forms of recruitment where the technology is being used for the purpose of selection and and recruitment. Using the e-recruitment can help the businesses in reaching out to the wider audience and helps the firms in getting talented candidates. The study has stated that making use of effective technology can help the employers in many ways and can help in making recruitment more cost effective. The study has suggested that the businesses should forward towards adapting the modern technology in the area of recruitment and other practices related to HRM.

As per the views of Chapman and Mayers, (2015) the process of job attraction has changed a lot in the recruitment process of the company. When the businesses has started making use of internet for the purpose of recruitment then it has started helping the company in reaching out to the potential candidates in an effective manner. Reaching out to the candidates with the traditional methods of recruitment is not so effective but the modern recruitment by making use of effective technology and internet is helping the businesses in reaching out to the wider pool of talented candidates. In today’s digital era it had become easier for the candidates to find the best employer for them and due to this reason it had become important for the businesses to focus over multiple factors.

Baykal, (2020) had stated that the due to increasing digitalisation in today's world it is important to make use of effective technologies in different important areas. The author has stated that making use of IT and other effective technologies is changing the way the HR professionals are managing different operations. When the effective technologies are being used for the purpose of E-recruitment then it is helping in having communication in real time. Along with this using better technology in the recruitment is helping the businesses in getting competitive advantage over other and having the best potential candidates for different job roles.

A report mentioned by Intergrum, 2022 had stated that having effective onboarding software can also help in making the overall onboarding program more effective for the businesses. For better explaining the use of software the report has stated the multiple benefits of having good employee onboarding software:

• Onboarding system saves time and cost as it automates the entire process. It speed up the onboarding procedure by shifting from manual to digital by using right tools. It saves time of company and job applicant.
• This system digitizes the company by shifting complex paperwork and maintaining piles of hardcopies. The documents are securely stored on online platform, the cost of paper and printers will reduce.
• An onboarding software minimize the risk factor faced by a company by collecting all information of candidates digitally makes accessible for employees to provide a clear understanding of the licenses.
• Onboarding system helps to keep tabs on documentation. The tracking system helps to record the changes like access, edit and manage the documents efficiently and files an easily be collaborated.
• By using this software the employee become accountable for their onboarding process. It educates new employees about legal terms and conditions and connects them to information networks to solve their queries.
• The onboarding process enhance the productivity in the company as it train new employees about company policies, rules and regulations. This software provides accuracy and easy authorization, also it can be customized.
• Onboarding software is easy to use and it is customizable, allowing companies to add features for a company and exclude the extra.

Advanced technologies in Recruitment Process

As per the views of Derous and Fruyt, et. al. (2016) in the recent years the recruitment and selection process has undergone through major development. The study has stated that the technological advancement is helping the firms in making use of multimedia tools for managing the recruitment and selection process. The businesses operating in different areas are making use of technology such as video resumes, recruitment platforms such as Indeed and LinkedIn and using the online applicant tracking software. All these software and digital tools are helping the businesses in managing the operations related to the recruitment in an effective manner.

All the businesses need to have highly qualified and experienced professionals for delivering high quality work to the firm. If the businesses are having effective recruitment strategy then only it allows them in attracting the talented candidates. In this context Geetha and Bhanu, (2018) has stated in their report about making use of the artificial intelligence for recruitment and selection process of the businesses. The study has stated that AI is being used in different areas for job search and is helping a lot in reducing the time and making the recruitment process more cost effective for both the job seekers and the employers as well. This study has analysed about the multiple areas of recruitment in which artificial intelligence is being used. Candidate screening is one of the important process of recruitment which is making use of AI. When the AI is used then allow the candidates to connect well with the job vacancies. The chat box is one of the effective tool of AI which is widely used by the businesses at the time of recruitment. Along with this the businesses also make use of the AI tools and the automated email for having better communication and getting engaged with the large number of job applications. Al is widely now being used by the businesses for the onboarding process of the new recruits (Ismail et. al. 2021). In this process the business are making use of effective AI tools for answering the questions of the new recruits about the company. This helps the companies in making the new hire onboarding process more effective and helps them in sharing all the important information and resources of the company with their new employee. This helps the company in making the new recruits feel happy and connect well with the company in an effective manner.

Vandarlier and Zafer, (2019) has mentioned that having an effective workforce is important. Businesses should focus on making use of modern technology and effective tools which can help them in having the best possible candidate from the talented pool of employees. The study has stated that using effective technologies such as AI is helping a lot in making the work more convenient. But the major disadvantage of making use of AI is that it needs to have highly skilled and a team with better technological knowledge otherwise the company will not be able to make effective use of the tool. Along with this making use of AI sometimes increases the dependence on the technology and issues related to accuracy and reliability can also increase in some of the cases. So the study has concluded that while making use of any of the technology in the HR functions it is important to analyse all the pros and cons related to the use of technology for the recruitment.

Kulkarni and Che, (2019) has mentioned about the use of different intelligent software tools for Recruitment. In the digital world the businesses are making use of effective software tools in HR field for making the work more effective and accurate. The study has highlighted about the Job Aggregator software which are helping alot in the area of recruitment. These software are used by the firms such as LinkedIn, Indeed and Google are helping the businesses in getting better employee applications. This software is scanning the jobs posting on different websites and gathering them into a single website. The recruiters are making use of such software for posting their jobs during the time of higher traffic. Also the software work as a search engine for finding the jobs by the job seekers. The researcher has stated about the candidate assessment software which has being used by the employers while evaluating the different candidate for the job role. For making the recruitment process of the company more automatic the businesses are also making effective use of the applicant tracking software. This is advanced software which allow the company in handling all the recruitment needs of the company.

E-Recruitment

Khan, et. al. (2013) has stated in their study about the significance of E-recruitment in the firm. This study has focused on accessing that how the job seekers are getting benefitted in this digital era. In this study the researchers has focused on collecting the information from 257 respondents and has analysed the data in an systematic manner. The results of the study has showed that the when the businesses are placing the advertisement related to the job vacancies online it is helping the job seekers in getting better opportunities to work for getting better employment. Along with this in the digital era the employees are not being able to search for the job in an effective manner by making use of internet and can get a job easily. Moreover the study has concluded that making effective use of the digital technologies is helping in making the overall recruitment process effective for the employers.

Alsultanny and Alotaibi, (2015) has stated in their study about the factors affecting the use of E-recruitment in the businesses. In this study the researchers has stated that making use of internet technology in recruitment is helping in making the entire process cost effective for both the employers and job seekers as well. The major brands such as Coca Cola, Nike and many more are having their own career sites. These firms are making use of online recruitment process for ensuring better advantages to the applicants. Majority of the job seekers and the students focused on making use of the career sites for finding out multiple job opportunities for them. The results of the study have stated that major section of the job seekers is making use of internet for vacancy search. Along with this the data collected has revealed that the research participants think that E-recruitment is more interesting and is more better as compared to the traditional methods of recruitment. The report had concluded that the businesses are looking forward to make effective use of the technology for making the recruitment process more effective.

Sulaiman, (2018) has stated in his report that with the increasing use of modern technology the world is changing in many ways. The study highlighted that the recruitment process for the firms is now not the same as per the previous one. The study mentioned that when E-recruitment is being used then it had changed the way in which the job seekers are finding the jobs. Along with this it is also having an impact on the performance of the company in many cases. The study has stated that there are multiple factors which affect the use of E-recruitment in the firm's. Some of the external factors such as technology quality, security assurance, industrial development and service quality are affecting the use and implementation of e-recruitment. Along with this the internal work environment, company policies and the IT team of the company is having an major impact on the use of e-recruitment in the businesses. Moreover the study has concluded that there is an link between the E-recruitment system and it's pact on the performance of the company. So the businesses need to focus on having E-recruitment system which can help them in improving the overall performance of the recruitment process of the company.

Applicant Tracking Software

An applicant tracking system (ATS) is a type of digital HR that manages the application process digitally it allows HR professionals to replace traditional pen and paper applications. Mukherjee et. al. (2014) had stated that by using this digital technique the company can automate many of the steps involved in the application as it also saves lots of time for the HR professionals and makes it easier for a company to select an appropriate candidate. As there are human resource departments in the company continually generating and collecting data, HR analytics will use this data to find valuable insight into a recruitment process that can enable HR professionals to attract higher-quality candidates. For example, "LinkedIn” can attract talented candidates searching for a job. On the basis of this it can be argued that the businesses can make effective use of better technologies for attracting the talented pool of candidates in an successful manner.

Virtual Recruitment Program

Bernstein, et. al. (2020) has stated that now it is a common business practices to have a virtual recruitment program due to pandemic caused by corona. Many organizations has shifted to virtual recruitment program. It was not easy for organizations to adopt this change, it took few months to get use to this new process of recruitment, but since the assessments, conducting virtual interviews comes with the added benefits of lower costs, increased diversity pools, no travel times and many more

• Cost savings
• Video conferencing solutions are more cost effective than physical interviewing.
• Scheduling flexibility
• With virtual interviews, interview scheduling is more flexible.
• Less stress for candidates
• Candidates are more at ease when they interviewing virtually, it allows them to focus on what interview really entails.
• Its Modern
• By ditching traditional methods of hiring employees, companies are using modern methods of recruitment.
• Bringing consistency to process
• The interviewer can look back to the video recorded during the interview and make final decision.
• Its convenient
• Virtual interviewing eliminates most of the administrative burden that in-person interviewing entails, therefore its quite convenient for both interviewer and interviewee.

Disadvantages of Virtual Recruitment

• Lot of unsuitable application
• Number of applicants is quite large, as some of the applicants are not even qualified for the position.
• Informal and impersonal
• Big drawback of virtual recruitment is that, it is quite impersonal than physical interview and more informal.
• High level competition
• There are n number of applicants, which makes it more competitive
• Technical issues
• It is the biggest draw back of virtual recruitment process, and there are very less solutions for these technical errors.

Pros and Cons of using technology for recruitment process

Rahman, (2020) has conducted a research study for exploring about the role of social media in the recruitment process. The researcher has conducted high quality research by collected both the primary and secondary data and has focused on developing nations. In this study it was being found that making use of e-recruitment is helping the company in reaching out to the talented candidates in an effective manner. Along with this the research had also highlighted that the increasing use of social media platforms in e-recruitment is creating some of the important challenges for the employers in managing their performance and brand value in the market. In this study the views of the managers had stated that there are both the pros and cons of making use of social media for the purpose of e-recruitment.

Nguti and Mose, (2021) has stated in their study that during the covid-19 pandemic the businesses has focused on making use of effective technologies for different human resource activities during the pandemic. But due to physical interactions among the employer and employees the businesses has faced a lot of issues. The study has highlighted about the online recruitment with the help of effective technologies. The authors has stated that the businesses needs to understand that making use of e-recruitment technology is helping the firms in improving the interactions among the job seekers and the employers which can help them ing getting the best suited candidate for the job role. Along with this the research has stated that using e-recruitment is one of the cost effective method as it helps the businesses in saving cost as compared to the traditional recruitment process. In addition it also help the businesses in reaching out the potential customers in less time as compared to the traditional recruitment and selection process. The study has concluded that in todays business world there is an need for the businesses to make use of the recruitment methods which are more effective, more flexible and responsive as well. Due to this reason the employers of modern era needs to focus on adopting the latest technology and methods of e-recruitment for being more effective in recruitment and selection.

Khadija and Alsharqi, (2019) has conducted a study for explaining about the effect of information technology on the recruitment process for the healthcare firms. For collecting the information the researchers has collected the data from the human resource employees working in the different healthcare firms. The results of the study had highlighted that when information technology is being used for the purpose of recruitment then it helps the businesses in getting more effective outcomes as compared to the traditional methods. The virtual recruitment process based on IT is helping the businesses in sharing the information effectively with the job seekers and communicating in an effective manner. Using the information technology is important as it helps the businesses in enhancing the overall effectiveness of the recruitment process.

Mohdzaini, H. 2022 had conducted a details report for explaining that how technologies can be used by the businesses for different recruitment process. The study has discussed that there are three most important areas in which the technologies are being used. The use of technology and their benefits in different areas of recruitment process is stated below such as:

• RECRUITMENT: With help of technology advancement time consuming tasks in the process of recruitment became automated, by allowing recruiter to grow to include employer branding. This process involves gathering information about candidates like from where they are coming, analysing the organization’s culture, redesigning presence on social media. With help of technology data is now more easily accessible, it is now easier to set targets, track progress and make data driven decisions. Setting specific targets throughout the recruitment process to hold employees accountable for tasks assigned to them.
• SELECTION: With help of AI conducting shortlisting and giving candidates feedback. Selection process improves the experience for both managers and candidates as it provides faster results and personalised feedback. This process concentrate on what really matters for candidates and managers while selection process. Considering how AI can be leveraged to improve efficiency as well as candidates’ experience. Candidates appreciate receiving feedback particularly when their applications has been rejected (Wong al. 2022).
• ONBOARDING: Remote work became more common in market, and many organizations are on boarding new employees. This process requires the right technology to ensure that new employees feel connected to the organization and can access all the information they need. HR manager should consider incorporating different types of technologies into their remote on boarding process to ensure the experience goes smoothly.

The report mentioned by Echelon, (2021) had stated about the advantages and disadvantages of making use of internet or the modern technologies for the recruitment. In this report the author has having online recruitment process in the company can help the businesses in having large number of applicants for the job role. But at the same time the author has stated that when the applicants are more then there are chances that the employer might waste a lot of time in selecting the most appropriate candidate for the job. Secondly the author has stated with the help of e-recruitment process the businesses can reach out the potential candidates belonging to different location and can help in getting more effective candidates. But at the same time the author has argued that there are chances that after hiring the candidate can ask for relocating him or can face issues in joining due to the issues related to the distance. In this report the author has also focuses on stating that having more effective communication with the job seekers in real time without wasting time is one of the another important advantage of using technology and e-recruitment methods for the purpose of selection and recruitment.

Chrisos, M. (2020) has stated in his article that technology is very helpful for every business growth. In business world technology continues to change and in competition to become best in market it is very important to use advance technology. A better recruitment and onboarding process can go long way in securing employees. Technology can help business in following ways:

• Better communication with remote and offsite teams: Remote workforce continues to grow because of advance technology that helps in making communication and collaboration in remote areas easy. Recruiters need to focus on technologies like enterprise chat and robust, cloud based project management systems should be readily available for team members and allow them to stay connected, should make sure to have technology to proper support of remote teams.
• More efficient and accurate compliance: Compliance in HR operations plays an important part as it contributes to the financial success of an organization. During onboarding and recruitment business needs to conform to federal, state and local employment and tax regulations. Technology and software helps to protect business from poor record keeping and provides with facility to store and send documents digitally. Using technology to support compliance helps to smooth the process for new hires.
• More effective training: As part of smooth distribution of tax documents, employee handbooks and other paperwork, technology also has ability to help automate elements of training for employees (Pramod and Bharathi, 2016).
• Clearer overall communication: To be effective, productive, and successful, employees need information. Both new as well as old employees need clear and consistent communication in order to work towards achieving their goals.
• Better HR insights: It gives HR a better understanding of effectiveness of onboarding efforts as well as a look into employees satisfaction. It involves various tools that can inform about recruitment and onboarding process.
• More empowered employees: Using a software solutions to help, support and manage recruitment and onboarding process gives employees a bigger view of ownership in the process. Better process brings better technology which help in supporting success of company.

As per the view of Phipott, (2021) making use of effective technology and social media platform can help in saving money for the company and getting higher number of job applicants. When the businesses are positing about the job on different social media platforms such as Facebook, Instagram, LinkedIn, etc then it becomes easier for them to target the potential candidates in an effective manner. This study has highlighted that making use of effective digital platforms can help the businesses in getting immediate responses for different job posting in real time. This helps a lot in eliminating the long hours for waiting to get the response and this makes the overall recruitment process more effective. Along with this making use of the social media or other digital platforms for recruitment can help a lot in managing the recruitment process in more flexible manner and more durable as well. Moreover it can be said that using the internet and the social media platforms helps the businesses in shortening the hiring process and making it more effective (Kapse et. al. 2012). As per the different arguments represented by the author in this report it can be stated that it is important to make use of technology in the recruitment process of the HRM in the businesses.

Rony Sklar, (2022) has conducted a research study for the advantages of technology for recruitment process. The author has stated that an applicant tracking software (ATS) is software that manages the recruiting process and track candidates who are searching for jobs which suits their job description. ATS tracks candidates through a hiring process and approved with the system. Candidates can apply for the job on website of a company and ATS parse resumes, rank new applications, select candidates through interview and if the candidate accepts the offer they are hired in HR digital. There are different benefits associated with the use of ATS for the purpose of recruitment and all these benefits are listed below such as:

• ATS software save time on admin task and free up company’s recruitment process for other tasks. It will track applicant applications, notify candidates, and scheduling interview feedback. It will speed up the task and will save lots of time and increases efficiency.
• ATS software can be used for resume and CV screening in utilizing applications and filter out candidates that do not meet the requirements of the job role. The number of resumes a company needs to review can reduce using pre scanning questions.
• This software can speed up the recruitment cycle as the information of each candidate is centralized on a single platform it gives company access to organized information allowing them to review and evaluate candidates easily and it also lowers the cost (Ore and Sposato, 2021).
• ATS improves the quality of hiring as recruiter would able to cast a wider net by posting on job profile with standardized message and filter unqualified candidates. It saves time and also provides useful information.
• This recruiting software can also enhance reporting and compliance by standardized hiring procedure and communication. It boost company’s brand by effective workflow and messaging that enhance the candidate experience.

LaMarco, 2019 has stated in their articles that when internet is being used for employee recruitment then it affects company adversely by having poor quality of the application. The researcher has argued that when the businesses are having large number of applicants then there are greater chances that majority of the applicants are less relevant to the job profile. Along with this the article has stated that when the businesses are making use of online platforms for analysing the personality of the candidate then there are changes to misinterpret the personality of the candidates. There are major chances that the candidate has created and fake personality of their online presence. Due to this reason there are times when the HR managers face a lot of issues while selecting the best candidate to fit well with the work culture of an organisation.

Brandao, et. al. (2017) has stated in their study about some of the major disadvantages of making use of online recruitment. The study has mentioned that making use of internet for the recruitment process is not soo easy as it seems. When the company is making use of online recruitment then it is important for them to make sure that they are having enough resources. Along with this the company needs to be technologically prepared for making use of technology for recruitment and managing the data effectively for creating the database in an effective manner. Along with this the study has stated that the businesses needs to focus on analysing the target market and the target candidates before using any of the technology for recruitment as all the people still don't make use of internet for finding the jobs. Moreover the study has also addressed that candidate profile and characteristics are having major influence on their usage for finding the jobs. On the basis of the result of this it can be stated that it is important for the firms to make analyse about their target candidates and then the company should decide to make use of any of the recruitment method. It can be argued that the outcomes or the benefits of online recruitment or using internet and technology for recruitment depend on the industry and the segment for which it had being used.

Rathe and Bhentel, (2017) had stated about the different challenges related to the use of technology for the recruitment process. E- Recruitment has faced a number of challenges in the path of success because recruiters cannot assess the qualities of the applicants without personally interacting with them and lack of personal touch and there is also several privacy issues involved in candidate’s profile on online job portals. Another challenge is the candidates find it difficult to apply online due to high technicalities of the web form. There is also a problem of multiple fake offers; it is difficult for candidates to filter fake offers. Some companies make their profile versatile and make it difficult for job seekers to find relevant opportunities. Recruiters cannot judge the personality of candidates as there is no face to face interaction. It is also time consuming process for a company in case candidates come out to be a total change. Sometimes it is difficult to find a qualified candidate within cost and time. E- Recruitment creates additional work for HR professionals as they have to review reviews, e-mails, and track through different software’s. Another challenge is that some applicants may have limited internet access because of lower geographical area. Privacy is another difficulty faced in internet recruitment. Company cannot be depending solely on internet recruitment methods and the excellence of candidates using web based tools, the lack of knowledge of e- recruitment. Many countries still prefer face to face interactions with candidate rather sending e-mails. Recruitment through the internet has also faced some issues related to the accuracy, verifiability and accountability of candidate’s data for company who uses e- recruitment system. Online testing methods have issues related to correspondence of online and paper tests have adverse impact.

Conclusions and Recommendations

On the basis of the above mentioned literature review analysis it is clear that the recruitment and selection had affected by emerging technologies. The increasing use of social media platforms and internet is helping the company a lot in reaching out to the talented pool of employees. Along with this the businesses has also started making use of social networking sides for connecting with the job seekers in the most effective and convenient manner. In today’s technology world, the computer or internet can be used to search for job vacancies and all recruitment and selection processes. These technologies can be used to store information on candidates applying for jobs.

The analysis of the wider literature has helped a lot in understanding the different advantage and disadvantage associated with the use of multiple technologies in the recruitment process. From the analysis it can be said that there is a lot of data available on the research topic which shows that a lot of research is already being conducted about the use of technology in the recruitment process. But there is still a research gap as the details or the research related to the use of more advanced technology such as AI and virtual reality are still limited. For filling this gap further research is being required which can help the businesses in exploring that how effectively they can manage their recruitment process and can have the best candidate for the job roles.

Recommendations

On the basis of the above mentioned literature review analysis it can be said that there are multiple technologies which can be used by the firms for making recruitment more effective for them. Internet recruitment can help in attracting many candidates from social media through online career sites like Twitter, Facebook, Instagram and Linkedin are effective ways to recruit a suitable or qualified candidate. It also helps companies to directly identify and contract potential applicants who fit the job role according to their skills and knowledge. There are many technologies like chatbots in which candidates can reach out in different ways by screening that give them update on the status of their portfolio. Next is marketing automation in which candidates are attracted through advertising and marketing on platforms and they use AI technology to select the best candidate suitable for a job profile. Mobile recruitment to hire candidates is increasing in the technological advance world candidates look for jobs through their mobile. The company can use job aggregators like monstor, glassdoor, and career builder in which candidates can search for job vacancies and applications like gig conducted by Freelancers Union, MBO partners, they estimate that the number of candidates falls between 25 to 30 percent. The company can also use recruitment marketing software to select qualified candidates and applicants can also search for desirable jobs.

Making use of better technology can help the businesses a lot in having candidates belonging to different segments. It can be suggested that the video interview can be used for managing the recruitment and interview process for candidates belonging to different locations. The company can also use video interview using video technology as this helps in the fastest interaction with candidates and give applicants an advantage of not having to fly in from other location. This can help them a lot in making the recruitment process easier for both the employer and the employee. Candidate relationship management systems (CRMs) is another effective recruitment technology in which the applicant tracking system monitors and manages the information or data of application process. HR can take the help of CRMs to select a candidate for a suitable job profile. The company can use these technologies for day-to-day tasks associated with the recruitment and selection process as technology plays a crucial role in today’s world and it also helps a company to build HR technology, b company culture, and employee branding. These advantages can help the company to grow and reach new heights.