Impact Of The Latest Advances In Technology On Recruitment And Selection

ABSTRACTIn the deliver of a invigorated era of downsizing, garnering of certified workforce rest a nominate formational oddment. A commonly held witness among the human resource managers is that the human resources argon the tumesce-nigh important assets of an organization and that they chap the only non-imitative competitive edge. As the meridian of entry, the mathematical operation of enlisting and pickax of employees plays a crucial place in enhancing the victory and survival of the organization in the extremely competitive and libertine business environment.This written report explores on how the a la mode(p) advances in applied science wear force on the do of enlisting and infusion of employees. Different aspects of the rehearse of impertinently applied science will be examined including internet establish enlisting, visit and television receiver conferencing, calculator ground interrogatory and IVR or Automated remember referenceing. This wil l accept an overview of the potential advantages as well as chall(a)enges arising with the call of apiece wave of engineering. doormodal valueIn the count of a parvenu era of downsizing, garnering of qualified workforce remains a key organizational goal (Bauer 2004). As the point of entry, the work out of enlisting and pick of employees plays a crucial role in enhancing the success and survival of the organization in the extremely competitive and turbulent business environment. Traditionally, the recruitment and natural selection knead relied on fairly pitiable-tech method actings much(prenominal) as employee referrals and stark nakedspaper ads, in reparation and attracting qualified views (Lievens, et.al 2002). Successful work pursuit curbd frequenting the local railway line midsection (Lievens, et.al 2002).This has however changed over the past few decades as a result of advances in technology. The recruitment impact, just like all other business functions, ha s get increasingly tied to technology (Lievens, et.al 2002). The common shape of mailing applications and waiting to be called for an interview via a phone call has been trumped by scientific advances which have eased communication. proficient advances such as internet- found recruitment and panorama assessment, computer-based testing, Interactive Voice Response (IVR), call and picture show-based interviews among other information technologies be directly increasingly creation mapd in recruiting and selecting qualified shtupdidates (Chapman & tissuester 2003).In this paper, we examine how the latest advances in technology have wedge on the process of recruitment and selection of employees. The following sections will explore on these proficient advances, in particular, how they are impacting on recruitment and selection process. This will embarrass an overview of the potential advantages as well as challenges arising with the white plague of each wave of technolo gy. We beget by exploring on internet based recruitment, which involves recruitment via the web.a. INTERNET base enlistingThe most popular ways by which advances in technology have substantively wedged on recruitment and selection is done the internet. Organizations are increasingly do procedure of the internet technology, particularly the World large Web, as a platform for testing and recruiting potential candidates (Baron & Austin, 2000). well-disposed networking websites, parcel and online blood boards has helped in linking applicants to hiring professionals with focus on knowledge, skills and abilities (Baron & Austin, 2000).Social networking sites such as LinkedIn, CareerBuilder, monster.com and universe.jobs hold millions of jobs and sketchs in their databases (Neil 2003). These professional networking sites play a significant role in the process of recruitment and selection. LinkedIn, for warning, is apply as a business-oriented neighborly networking site whe reby applicants are linked with the employers. LinkedIn is astray use globally as a professional network service and has before long 90 million users (Neil 2003). It is currently cherished at over $2.51 billion USD and operates in more than 200 countries (Neil 2003).Advances in technology have indeed shaped the process of recruitment and selection. Online ads are now the intimation recruitment methods employed by employers. recruitment and selection via the web has enabled the employers to build a talent kitty-cat of qualified candidates and fall their reliance on stately bulls eye media (Thompson et al., 2008). This has led to significant live savings as employers lessen their reliance on recruitment agencies (Thompson et al., 2008). In this regard, Harris & Dewar (2000) famed a significant reduction on the cost per-hire from $ 3,295 (for the conventional recruitment methods) to $377 (for internet based recruitment). there are legion(predicate) improvements arising wi th the use of internet based recruitment method as well challenges that it present to the organizations. It should be noted that internet based recruitment is not without its shortcomings, unflurried the cons must be weighed against the pros in order to determine if this recruitment method is supported.BENEFITS OF INTERNET BASED RECRUITMENT The internet provides talent in the brass section and scoring of test as the marrow can be easy modified and answers captured in electronic form (Van Hoye & Lievens 2007). It in addition enables routine checking of errors, automatic scoring of tests and provides clamorous feedback to the applicants (Van Hoye & Lievens 2007). This administrative ease enables recruiters to save on costs and time giving them a competitive hedge in the ladened labour market. It alike provides for change magnitude flexibility for twain the employer and applicants in the administration of tests and exploit of work in varied geographic locations (Van Hoye & Lievens 2007). Moreover, the widespread of information in a globalized market widens opening to a different geographic labour pool (Lievens & Harris 2003). Additionally, there is a greater transparency in the selection process as candidates are selected based on their skills, experience and competence (Lievens & Harris 2003). CHALLENGES TO INTERNET BASED RECRUITMENT objet dart it is apparent that online recruitment help mow on recruitment costs, increase strength and transparency in the selection process there are some potentially major drawbacks.Due to the high reckon of applicants, screening and checking the authenticity and mapping of skills whitethorn be a time down representative (Lievens & Harris 2003). The large human activity of same resumes from the various applicants coupled with inadequate parcel and procedures may lead to poor results in the selection of the nonsuch candidate (Lievens & Harris 2003). This line of work can largely be attributed to the brisk methods for parsing resumes which is dependent on package that truncates and get rid of the totality of content (Lievens & Harris 2003). Also, failure by the industry software to produce optimal candidate and position convergence may result in correspondingly low retention rates of the new employees so costing client companies thousands of dollars (Lievens & Harris 2003). notwithstanding having alter assistance, managing the workload remains a daunt task for HR managers. While software has reduced on the number of resumes from the applicants, that would other be manually reviewed, it has not been happy in narrowing candidate resume pools to the ideal qualified applicants (Harris & Dewar 2000).It should be noted that most of the software employed in the process of recruitment and selection broadly speaking uses rudimentary lexical and semantic algorithms (Harris & Dewar 2000).These algorithms melt down to generate a large candidate pool with most candidates insufficie ntly fitting for stiff use (Harris & Dewar 2000). This is because the industry software lacks the ideal filtering capabilities necessary for the proper parsing of resume. important data that could help in identifying the ideal candidate and position convergence is then lost. Without sufficient data, there is not sufficient variance that could be used in distinguishing among candidate and position suitability (Harris & Dewar 2000).This following section will explore on interactive phonation rejoinder (IVR) which is in any case known as automate environ interviewing. The method is also gaining popularity and is increasingly being used by firms in recruiting and selecting new hires.b. AUTOMATED TELEPHONE INTERVIEWING/INTERACTIVE constituent RESPONSE (IVR)The use of interactive voice response (IVR) which also referred to as automated ring interviewing is one of the newest ways to recruiting and selecting new hires (Thompson et.al 2008). IVR technology allows for human inte raction with the computer via a telephone keypad or through the use of voice scholarship (Thompson et.al 2008). This wave of technology is increasingly gaining popularity in the recruitment and selection of employees due to its m all advantages.ADVANTAGES OF THE IVRIVR is an easily accessible technology. Take for example the United States where 95% of the households own phones (Thompson et.al 2008). With IVR, applicants can actualize the interview at any time. The applicants or potential employees can initiate an interview by simply making a phone call to a toll-free phone number and be automatically interviewed without any intervention from the hooker (Thompson et.al 2008). IVR or rather automated telephone interviewing can help in eliminating interview biases (Thompson al 2008). It is highly cost effective in screening the candidate pool. DISADVANTAGES OF victimization IVRWhile IVR is increasingly being used by many businesses to cut on the costs and give a separate experienc e, it is not without its shortcomings.One of the greatest challenges to use IVR systems in recruitment and selection of employees is that the users acknowledge it hard to follow telephone menus and extensive instructions (Thompson et.al 2008). Also, IVR screening is considered lower in terms of treatment and openness as well as in afterthought opportunities than the conventional face to face interviewing (Thompson al 2008)..c. TELECONFERENCING AND VIDEO CONFERENCINGThere is also the use of telephone and video conferencing. Teleconferencing involves aspect up of a conference telephone call between the selection charge and potential candidates (Gilliland 1993). Job interviews by teleconference are common where the applicant and the selection commission are located in geographically sparse regions. Video conferencing, on the other hand, involves the combination of both the sound and video transmissions, hence allowing for communication to take place by a way of an audio visual link (AVL) (Gilliland 1993). With video conferencing, both the applicant and selection committee members are able to share their views and at the same time see each other on the screen.BENEFITS OF VIDEO CONFERENCING Despite reducing the in-person face-offs, video teleconference as well offer the advantages of face to face communication (Gilliland 1993). There is also significant cost reduction for both the applicant and the employer as there is no need of travelling and associated costs of ho victimisation and meals (Gilliland 1993). There is also the added environmental benefit as a reduction in traveling implies a reduction in greenhouse gas emissions (Gilliland 1993). Further, upon placement this technology allows for the continued collaboration with the team members from removed locations (Gilliland 1993). CHALLENGES OF VIDEO CONFERENCINGSimilar to other technological innovations, video conferencing is not without its shortcomings.There top executive be a difference in time zones when conferencing in remote geographical locations (Gilliland 1993). Also, some of the human ways to communication may not translate well with video conferencing (Gilliland 1993). For example, eye contact may not be easily delivered through a webcam, unlike in the conventional face-to-face interviewing where one can easily make eye contact and evaluate whether the interviewee is paying due attention.Last but not least, we explore on how computer based testing has impacted on recruitment and selection process.d. COMPUTER BASED TESTINGThe use of computer based interviews has increase in the recent years with a wide range of organizations utilizing computer-based online tests for selection purposes (Aptitude/psychometric tests) (Chapman & Webster, 2003). There are several reasons for change magnitude reliance on psychometric tests in the recruitment and selection of employees. Key among these is the change magnitude regulation and legislation, and loss of confidence in donn ish qualifications (Chapman & Webster, 2003).INCREASED REGULATION AND commandmentReliance on test use in the selection process has been used as a defensive strategy to regulation and legislation (Chapman & Webster, 2003). Tests are seen as objective indicators of how the skills of potential candidates align with the job description (Chapman & Webster, 2003). These competency tests promote rightfulness and equal access to opportunities available.LOSS OF corporate trust IN ACADEMIC QUALIFICATIONSThere is a growing body of evidence for a loss of confidence with the formal academic qualifications. This is largely attributed to bad governance and misaddress institutions that may award degrees or certificates to unentitled individuals. As such, competency based tests are increasingly being used in screening the candidate pool and in identifying candidates with skills that align with the competency profile for the job in question (Chapman & Webster, 2003).Computer based testing facil itates the selection process by quickly pinpointing the candidates ability more accurately (Chapman & Webster, 2003). Take for example the BULATS online test, a big-chested business English language test, which is widely used in helping organizations make timely decisions in the recruitment process (Chapman & Webster, 2003). This online test provides a fast and more accurate method of pinpointing the candidates ability and suitability to work by using adaptational testing techniques (Chapman & Webster, 2003).CONCLUSIONClearly, we have set a number of benefits to using technology for purposes of recruiting and selecting job applicants. A quick sum up of some of the benefits include increased efficiency in the administration and scoring of tests, increased flexibility, greater transparency, reduction in biases, widened access to a diverse geographical pool of potential candidates, and cost reduction among others.There are however challenges arising with the use of technological a dvances in recruitment and selection process. For example, the exercise may be time consuming as a large number of applicants need to be screened. Other shortcomings include poor results due to inadequate software and procedures, and difficulties in filtering of potential candidates, among others. Nonetheless, the latest advances in technology have significantly impacted on recruitment and selection process.As pointed out by Kay (2000), the power of the Web and e-technology has changed the way recruitment and selections of employees occur. Technological advancements and the ubiquity of the internet (especially with social networking) have become powerful additions to the process of recruitment and selection. However, these should not be considered as the only solutions to purpose the ideal candidate. While changes are still underway, it is clear that advances in technology have dramatically impacted on the recruitment and selection process.REFERENCESBauer, et.al, 2004. Applicant reactions to different selection technology face-to-face, interactive voice response and computer-assisted telephone screening interviews, planetary journal of selection and assessment, Portland State University Blackwell publishing ltd.Baron, H., & J. 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