Impact of technological advancement on recruitment process
The role of the HR department has never been more crucial than it is today. Organizational excellence is the order of the day, and only companies that focus on innovation, technology, teamwork and people will be able to achieve it as the most likely outcome. However, until the HR department moved away from its traditional role of managing people, it did not attract as much attention as it does today. It was only when executives and senior managers realized its strategic importance in contributing to the company's results that the focus shifted to the HR department's ability to create a high-performance culture that would lead to the achievement of growth objectives. This is where technology came in; tools were developed and implemented that could help HR support its strategic efforts.
HR technology has become more than just a buzzword; it has become a fundamental requirement. Today's business environment is characterized by intense competition and favors only the survival of the fittest. For this reason, companies are using information technology to increase the effectiveness of HR management. The introduction of technology in human resources management in the form of HRIS (Human Resources Information System) has made it easier and faster to collect, collate and pass on information to employees and speed up the recruitment process.
The first MIS or Management Information System appeared in the 1960s, when HR departments were increasingly called upon to use computer technology to process employee information more effectively and efficiently. Over the decades, the decreasing cost of computer technology relative to the increasing cost of salaries and benefits made it necessary to make the decision to introduce computerized personnel management systems.
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.
Cloud and data analysis will now play a major role. But what drives HR managers to use new technologies for selection and screening?
Technology can improve the effectiveness and efficiency of the recruitment and selection process in a number of ways:
In a study, Innovex reported a 50% reduction of selection costs by using IVR in the recruitment process (Thornburg, 1998). This reduction in selection costs has prompted large companies such as Proctor & Gamble to use video conferencing technology for on-campus recruitment. (Chapman, 1999). The globalization of the economy and the labor market has provided employers with a playing field that is not limited to a specific geographic area.
To succeed in such a competitive global marketplace, the best talent is needed. In addition, the lack of highly qualified workers in the fields of engineering and information technology has led recruiters to look for candidates across geographical boundaries. Most organisations, previously deterred by the costs associated with international recruitment, are now using technology tools such as career websites and Attendance Tracking Systems to reduce costs while expanding the pool of candidates. With the right tools, the HR department will not only have access to a larger pool of talent, but will also be able to recruit the right candidates. Better candidate retention has a direct impact on cost savings.
Another advantage of the increased use of technological tools in selection and sorting is the reduction of human dependency. People often make decisions based on criteria such as gender, race and age rather than merit or experience. Human resource professionals are also known to make irrefutable mistakes in decision making, such as overemphasizing unverified and negative comments.
Such bias can lead those responsible for hiring candidates to make unfair judgments, whether consciously or unconsciously, and discriminate against a particular group or candidate. The TTY or similar instrument has removed the human element from the selection process and ensures a standardized and unique selection process that helps to make valid and accurate decisions.
The final factor behind the use of different technologies such as online talent platforms for recruitment is to improve the efficiency of recruitment systems by automating processes such as CV checking. Improved efficiency leads to shorter recruitment cycles and thus improves the competitiveness of companies in recruiting the best talent, who might otherwise accept another offer if the selection process takes longer. Automation is aimed more at improving the quality of recruitment than at reducing recruitment costs. (See also: How to shorten the hiring cycle)
While it is difficult to predict exactly what the future holds for the human resources sector, we know with certainty that the innovations needed to maintain the competitiveness and relevance of human resources functions will be highly dependent on technology. The cloud is an excellent platform for companies that want to move quickly to this pace of innovation. Migration to the cloud provides a much-needed impetus to break the shackles of traditional recruitment methods and adopt new ones.
The evolution of HR technology has helped reduce the administrative burden on HR, allowing them to focus more on other tasks. In fact, HR technology, in its current form, is not a separate industry or entity. Its pervasiveness makes it as widespread as any other technology, and companies that do not use it in their operations will have difficulty in the marketplace. In its 2015 study, CB Insights estimates that investors are investing $2.4 billion in HR technology providers, software vendors and start-ups that are creating HR management system platforms for the new age. This is a 60% growth rate over the previous year. This data is just one indicator of the speed at which the HR sector is evolving.
Recruitment is one of the important processes that take place in every company. It is well known that technology will improve the quality of the recruitment process and free you from this burden.
Many solutions have been introduced by the technology to speed up the recruitment process. However, it was more invasive.
Some technologies are affordable when it comes to integrating them into the recruitment process. It allows the company to hire many valuable employees. The technology works very quickly in selecting people.
There is a system for tracking applications, which can be used to manage all candidate applications. This system also makes it possible to sort the candidates in the desired order. The system for tracking applications makes it easy to consult the CV, level of competence and much more. In addition, this application is also very effective if you want to import the resumes of candidates from one application to another.
Increasing the productivity of all areas of the company increases economic growth. The technology enables automation that reduces the time needed to complete all tasks. The ability of a company to retrieve and compile the date is improved by technology. Organizing the candidate details by hand takes a lot of time. Not to mention the fact that technology saves the company this kind of hassle.
Technology has made it easier for companies to test the skills and qualifications of people applying for jobs. The ESTA application is another technology application that has enabled the U.S. Department to more easily review the documents of applicants. It is very different from the visa system, where no online tests are performed. This visa system is very complex and also increases the time needed to select people because it does not use a lot of technology.
A plan should be used to manage all the tasks a company needs to facilitate the recruitment process. The development of the plan and management depends on the technology. If you use integrated technology, you have more strategic planning.
There are many parameters that can be measured as part of the recruitment process. It also saves you a lot of money and time in the recruitment and selection process.
Recruiting messages is also done through technology with different strategies. Recruitment in the visa processing department is streamlined through technology. This visa service works more efficiently thanks to efficient applications that are integrated into their system. Numerous documents must be submitted as part of the visa process. The visa procedure sometimes becomes too complicated and lengthy for staff, so that more competent staff have to be recruited. Technology plays an effective role in the recruitment of embassy staff when the parameters for recruitment are known.
Video interviews are considered the best replacement for a traditional interview method. It reduces the need for telephone or personal interviews. The human resources department no longer needs to organize numerous meetings with candidates.
Pre-recorded questions can be sent to different battery holders who can conduct the interview even in the absence of the recruiter. Candidates also have the option of attending the video interview when they have the time.
IceHrm is a Human resource management system for small and medium-sized organizations. This HRM software centralizes employee data and allows only one authorized person to access it, providing a high level of security. The presence module monitors employee time based on information about insertion and perforation. It covers all the basic HRM needs of a company such as Time Management, Training, and Development, Attendance Management, Expense management, leave management, Recruitment management and handling employee information.