Technology is more diverse than using it for communication purpose or staying connected with each other. In corporate organization, it is also impacting on the plan to recruit employee with a great talent and helping recruiter to find right people for the right designation (Bennett and Maton, 2010). It has influenced and transformed the way hiring managers do their businesses. Many recruiting trends for 2014 project and revolutionized recruitment process at a whole. For instance, applicant tracking system and new embedded AI software support HR departments to manage the massive influx of resumes they obtain on the daily basis.
E-technology includes a diverse range of IT, IS, and ICT used with integrated network architecture with support of the Internet, Intranet and Extranet in handling individual, organization and institutional activities (Rauv, 2017). Incorporating e-technology in recruiting or E-Recruiting is using of internet for attracting, recruiting and retaining right individual for the vacant position in the job. It is also known by various other names too like virtual recruitment or selection, online recruitment, technological recruitment, and internet recruiting.
In this dynamic and competitive world, an organization needs to retain best talent for a longer time and so e-recruitment and technology will help in adopting such practices (Panayotopoulou, Vakola and Galanaki, 2007). The using of e-technology in human resource management is growing considerably over the past few decades and most of the organization have adopted these systems and technologies. In Europe, 70% of the organization surveyed are using these technologies (like intranet, internet) to deliver HR services and improve sustainability their e-HR capabilities over the two years after the survey (Salm, 2017).
Under E-technology, Ruel et al, 2007, also propose a model, including practices of E-recruitment and e-HRM. It was an exploratory study conducted by the author to find out the main objectives and goals in adopting this technology.
Source: (Rahul, 2012)
In this model, the first aspect is initial recruitment strategy, where the business firm adopts profit strategy with mature activities and recruitment process is also very standardised. In terms of dynamic growth strategy, the recruitment process is not formalised and considers applicant having good potential. Managerial strategy is adopted by business firm so that to start their activity or build new ones. Here, the recruitment process is open and mostly focus on young applicants having high potential.
The second aspect is connected with e-Recruitment goals. Here, the recruitment function needs to be work efficiently and to be aware of costs. In terms of application relationship management, technology can be exploited to confirm well administration of applications like web 2.0 delivers various means for engaging relationships with passive applicants (Rahul, 2012). This aspect also includes employer branding and goodwill where HR practices can add to corporate reputations and branding. The third aspect is related to the e-Recruitment type where operational e-Recruitment concern several e-Recruitment connections regarded as short-term candidate relationships and automation. In relationship recruitment, there is a progression of “real” applicant relationships with help of improved feedback. Moreover, in transformational e-recruitment, a talent management strategy is used.
This model also represents e-Recruitment outcomes, where high commitment is charcaterised by job satisfaction, motivation and integration. In addition, high commitment is concern with the workforce ability to gain new learning about respective tasks and roles. It also needs careful selection of the personnel from the starting phase. The next term in this aspect is – “cost effectiveness” and this needs to be attained by organization effort in the recruitment activities, rigorous selection resulting in job satisfaction and performance. Higher congruence considers various factors pertaining in internal environment of organization, and recruitment signifies an ‘input of personnel, which help the organization on attaining of satisfied workforce (Rahul, 2012).
In last, it can be said that new practices and issues are emerging. In this competitive world, e-technology and re-recruitment seem essential for recruitment activity. This model also represents a global view of e-recruitment and selection issues.
In this advanced technological world, many big organizations adopted these e-technologies for the effective purposes of recruitment and selection. E-Technology, when used appropriately, can improve the applicant experience and thus remove the administrative burden from the management. These new technologies are introduced with the talent acquisitions process all the time. With the advent of internet, social media and high tech technologies, the application process is getting simple and focused with a focus to apply variety of perspective from both sides, i.e. employer and employee.
One of the most common e-technology used in this process is – Applicant tracking systems, a type of software used by organizations to assist human resource department in process of recruitment and selection (Lee, 2007). There are many numbers of companies and vendors developing these ATS softwares with different packages of features such as ADP, Workday, Taleo and iCIMS (Faliagka, Tsakalidis and Tzimas, 2012). This tool helps HR department to manage applicant information, resumes, and applications, recruitment statistics, job posting and many more. This helps employees to see all information and data at a glance. It is ascertained that 491 Fortune 500 organizations use an ATS (Rayome, 2018). Some of the major companies and their ATS vendors are – 3M – Workday, Coca-Cola – Workday, Nike – Taleo, Clorox – ADP and so on. From all these applicant tracking system, Taleo is the one, which is most popular among them and constitute 30.2 % market share. Some ATS, like Taleo and Workday, even automatically rank the applicants with the help of comparison made on uploaded resume. Other e-technologies that help employers in recruitment process are social media and digital template. Social media is an effective tool that connects employer with potential applicants (Kaplan and Haenlein, 2010). Various organizations like Marriott, Dell and UPS are using this e-technology for effectively recruiting. These major companies hire through various social media sites like Facebook, LinkedIn and other social media networks. For example, Dell using “The Takeaway” campaign on Facebook page so that to bring employees into the conversation as this can help them in attracting right type of talent (Jackson, 2017).
Recruitment or talent acquisition is one of the most significant aspects of the HR process of the organization (Meyers, Van Woerkom and Dries, 2013). The role of E-technology is too help in the hiring space and thus reduces the subjective element by helping recruiters and managers to build data-backed hiring decisions. These various numbers of tools deliver various actionable insights relating to the profile and psyche of the candidate. This makes clear that technology is fetching a revolution in the way skills is being assessed, selected and taken on board.
In addition, there are various benefits connected with the investment in ATS solution and e-technology. These latest e-technologies also help in easing the workload of recruiters by making the recruitment process automated. These technologies also help employer to recognise competent candidates and this reduces time-to-hire. For instance, essentials like resume screening, scheduling of interviews and online job posting can make relive the employer from various manual work (Melanthiou, Pavlou and Constantinou, 2015). This effort saved can be used by the employer to the other side of the organization vision and mission.
These technologies also reduce administrative and personal costs to an extent. For example, personnel-related expenses along related with piles of paperwork can be diminished with e-recruitment automation. It also helps in providing control over data tracking and thus allows electronic applications to expose the job for wider pool of interviewees. Moreover, steady information is obtained from each candidate and in a reliable format, and that makes easier to assess and compare the data. In case of applicants, there is also some significant benefits help in using of e-technology. Many job seekers find it difficult to engage with the organization effectively, however, e-technology has removed this bottleneck in the path of recruitment and selection (Swider, Zimmerman and Barrick, 2015). E-technology helps the applicant to give interview in the organization by not being present physically there. As sometimes, organization place and the applicant place are in different location on the globe and sometimes this may reduce morale and behaviour of applicant to go to the process of recruitment and selection. However, many organizations conduct video interviewing considering feasibility of the job seeker. The rise of streaming via social networks i.e. Facebook live and broadcast on Twitter is an indicator of growing trend.
Screen candidates or employer using video tools like Hangouts, HireVue and Skype for conduction first round of interview (Chamorro-Premuzic,Winsborough, Sherman and Hogan, 2016). This is helping the prompting candidates to highlight their talent in an efficient manner without physically present to the place of recruitment. In addition, some online sites like Glassdoor, LinkedIn and Eremedia are using e-technology in the field of data analytics and so help the candidates to get best job as per the specifications. For instance, LinkedIn Job search tool helps candidates to compare the data related to average job salary of various organization in the industry in respect with job role (Shrm, 2018).
There are various social media groups help applicant to be a part of groups of recruiter like Facebook groups for recruiters, LinkedIn groups for recruiters and many more (Hamid, Waycott, Kurnia and Chang, 2015). This helps both applicants to find out the relevant vacant position and to recruiter in attracting a talented pool of candidates for the specific job position in business enterprises.
The list of pros in long, unfortunately, there are some cons also connected with certain aspects. In case of a recruiter, it will be difficult for him for assessing the personal character or trait of the candidate if there is any video interviewing is taken place. Sometimes, ATS solutions unfairly reject some of the applicants if the controls are too limited (Vidros, Kolias and Kambourakis, 2016). This is a drawback to the organization as it may lose a talented applicant who was having a qualified experience with high skilled set. Moreover, adopting e-technology in an organization requires an up-front investment to setup hardware and software and later on cost related to maintenance. E-technology and online systems introduce a whole host of possible technology issues such as data lost, website malfunction, forgetting of password, incompatible systems or browsers and many more (Ismail, 2017). This will be having a negative impact on the recruitment process and so also affect organization cost and time. For instance, a candidate or applicant may get frustrated or leave the systems if they get errors on a continuous basis and this will cause a sort of loss to the organization.
From the perspective of drawbacks in relation with applicants, there are also some inherent risks associated with them. Using or adopting of e-technology may confine various limits to the candidate to showcase their talent and skills to the employer in an effective manner. For instance, use of CV key word search can also lead to an allegation of discrimination.
However, against these backdrops, e-technology increasingly looks like an attractive solution for any organization or industry irrespective of scale, region, or location. In this competitive world, it is important for any business enterprise to effectively adopt these technologies so that they can achieve a competitive edge in the market.
In this digital age, there are various recruitment technology trends taking place, as the today labour market is largely candidate-driven. Moreover, the combat to retain top talent from the respective pool is also getting tougher. The various approaches to HR recruitment and e-technology are changing at a very fast pace and moves towards various digital disruptive technologies like Big Data, social media, artificial intelligence, and cloud computing (Djuric and Filipovic, 2015). However, in the industry, the number of highly skilled professionals is less and this leading to organization for working hard in order to find, attract, hire and retain top talent.
By using some of the technological feats that are shaping talent acquisition and management landscape, employers can easily find, screen, nurture and get the best-fit applicant for the job description needs of the organization (Oswal, 2018). In last, the future is coming up with various revolution in the area of digital technology that will be beneficial for both employer and applicant. However, for attaining top candidate in the market, the organization needs to focus on several aspects that create concern for the applicant.
References
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Chamorro-Premuzic, T., Winsborough, D., Sherman, R.A. and Hogan, R. (2016) New talent signals: Shiny new objects or a brave new world?. Industrial and Organizational Psychology, 9(3), pp.621-640.
Djuric, M. and Filipovic, J. (2015) Human and social capital management based on complexity paradigm: Implications for various stakeholders and sustainable development. Sustainable Development, 23(6), pp.343-354.
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