Impact Of The Latest Advances In Technology On Recruitment And Selection

move upIn the heart of a new era of downsizing, garnering of serve employmentforce remains a key bounteous medicational goal. A comm whole held pick up among the adult male resource managers is that the human resources are the most important assets of an organization and that they offer the only non-imitative private-enterprise(a) edge. As the point of entry, the function of enlisting and survival of the fit tribulation of employees push overs a crucial reference in enhancing the success and extract of the organization in the extremely competitive and turbulent short letter environment.This make-up researchs on how the la turn up advances in engine room keep force on the process of recruitment and woof of employees. Different aspects of the utilisation of new engine room will be examined including lucre found recruitment, teleph unitary and characterisation conferencing, schooling processing system establish examination and IVR or Automated telephone audienceing. This will embarrass an overview of the potential advantages as salutary as challenges arising with the use of each drift of technology.INTRODUCTIONIn the face of a new era of downsizing, garnering of fitted workforce remains a key organizational goal (Bauer 2004). As the point of entry, the process of recruitment 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 woof process relied on more or less low-tech methods such as employee referrals and newspaper ads, in locating and attracting measure up nominees (Lievens, et.al 2002). Successful job seeking allow ind frequenting the local job contract (Lievens, et.al 2002).This has however changed over the past few decades as a aftermath of advances in technology. The recruitment process, just like all any(prenominal) other business functions, has die increasingly tied to technology (Lievens, et.al 2002). The common practice of bill applications and waiting to be battle cryed for an hearing via a phone call has been trumped by technological advances which suffer eased communication. Technological advances such as profit-establish recruitment and chance assessment, data processor-based testing, Interactive Voice Response (IVR), telephone and television system-based interviews among other information technologies are now increasingly being utilize in recruiting and selecting qualified chances (Chapman & Webster 2003).In this paper, we examine how the in vogue(p) advances in technology have impacted on the process of recruitment and selection of employees. The following sections will seek on these technological advances, in particular, how they are impacting on recruitment and selection process. This will include an overview of the potential advantages as well as challenges arising with the use of each wave of technology. We begin by exploring on internet based recruitment, which involves recruitment via the web.a. earnings base RECRUITMENTThe most popular vogues finished which advances in technology have significantly impacted on recruitment and selection is by dint of the internet. Organizations are increasingly making use of the internet technology, particularly the World Wide Web, as a platform for testing and recruiting potential candidates (Baron & Austin, 2000). Social networking websites, packet and online job boards has religious serviceed 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 resumes in their databases (Neil 2003). These professional networking sites play a significant role in the process of recruitment and selection. LinkedIn, for example, is apply as a business-oriented social networking site whereby app licants are linked with the employers. LinkedIn is wide utilise globally as a professional network do and has currently 90 million users (Neil 2003). It is currently valued 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 control recruitment methods employed by employers. Recruitment and selection via the web has enabled the employers to spend a penny a talent syndicate of qualified candidates and lessen their reliance on conventional print media (Thompson et al., 2008). This has led to significant cost savings as employers lessen their reliance on recruitment agencies (Thompson et al., 2008). In this regard, Harris & Dewar (2000) mention a significant simplification on the cost per-hire from $ 3,295 (for the conventional recruitment methods) to $377 (for internet based recruitment).thither are many benefits arising with the use of internet b ased recruitment method as well challenges that it present to the organizations. It should be noted that internet based recruitment is not without its shortcomings, but 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 efficiency in the administration and scoring of test as the content can be slowly modified and answers captured in electronic form ( caravan Hoye & Lievens 2007). It as well enables routine checking of errors, automatic scoring of tests and provides instant(prenominal) feedback to the applicants ( wagon train Hoye & Lievens 2007). This administrative ease enables recruiters to save on costs and time giving them a competitive hedge in the tight labour market. It as well as provides for increased flexibility for both the employer and applicants in the administration of tests and performance of work in varied geographical locations (Van Hoye & Lievens 20 07). Moreover, the widespread of information in a globalized market widens opening to a diverse geographical labour pool (Lievens & Harris 2003). Additionally, at that place 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 RECRUITMENTWhile it is apparent that online recruitment support chuck out on recruitment costs, increase efficiency and transparency in the selection process there are some potentially major drawbacks. out-of-pocket to the high number of applicants, cover charge and checking the authenticity and mapping of skills may be a time consuming exercise (Lievens & Harris 2003). The large number of selfsame(a) resumes from the various applicants coupled with inadequate software and procedures may lead to silly results in the selection of the ideal candidate (Lievens & Harris 2003). This problem can generally be attributed to the existi ng methods for parsing resumes which is dependent on software that truncates and exclude the core of content (Lievens & Harris 2003). Also, failure by the assiduity software to produce best candidate and position convergence may result in correspondingly low retention rates of the new employees hence costing lymph gland companies thousands of dollars (Lievens & Harris 2003).Despite having automated assistance, managing the workload remains a daunting trade union movement for HR managers. While software has reduced on the number of resumes from the applicants, that would other than be manually reviewed, it has not been successful 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 generally uses primal lexical and semantic algorithms (Harris & Dewar 2000).These algorithms tend to generate a large candidate pool with most candidates inadequatel y suitable for effective use (Harris & Dewar 2000). This is because the industry software lacks the ideal filtering capabilities necessary for the proper parsing of resume. Crucial data that could help in identifying the ideal candidate and position convergence is therefore lost. Without sufficient data, there is not enough variance that could be used in distinguishing among candidate and position suitableness (Harris & Dewar 2000).This next section will explore on interactive voice chemical reaction (IVR) which is besides known as automated telephone 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 overlap RESPONSE (IVR)The use of interactive voice response (IVR) which also referred to as automated telephone interviewing is one of the newest ways to recruiting and selecting new hires (Thompson et.al 2008). IVR technology allows for human interaction with the computer via a telephone keypad or through the use of voice recognition (Thompson et.al 2008). This wave of technology is increasingly gaining popularity in the recruitment and selection of employees due to its many advantages.ADVANTAGES OF THE IVRIVR is an easily accessible technology. slay for example the United States where 95% of the households own phones (Thompson et.al 2008). With IVR, applicants can initiate 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 disturbance from the operator (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 USING IVRWhile IVR is increasingly being used by many businesses to cut on the costs and give a better experience, it is not without its shortcomings.One of the greatest challenges to using IVR systems in recruitment and selection of employees is that the users find it hard to follow telephone menus and lengthy instruction manual (Thompson et.al 2008). Also, IVR screening is considered lower in terms of treatment and openness as well as in reconsideration 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 setting up of a conference telephone call between the selection committee and potential candidates (Gilliland 1993). Job interviews by teleconferencing are common where the applicant and the selection committee are laid in geographically sparse regions. Video conferencing, on the other hand, involves the combine of both the audio and video transmissions, hence allowing for communication to take stain by a way of an audio visual link (AVL) (Gilliland 199 3). 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 meetings, video teleconferencing 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 lodging and meals (Gilliland 1993). There is also the added environmental benefit as a reduction in travel implies a reduction in greenhouse gas emissions (Gilliland 1993). Further, upon placement this technology allows for the continued collaboration with the team members from remote locations (Gilliland 1993). CHALLENGES OF VIDEO CONFERENCINGSimilar to other technological innovations, video conferencing is not without its shortcomings.There might be a difference in time zones when conferencing in remote geographical l ocations (Gilliland 1993). Also, some of the human ways to communicating 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 judge whether the interviewee is give due attention.Last but not least, we explore on how computer based testing has impacted on recruitment and selection process.d. data processor BASED TESTINGThe use of computer based interviews has increased in the novel 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 increased reliance on psychometric tests in the recruitment and selection of employees. Key among these is the increased regulation and legislation, and button of self-confidence in academic qualifications (Chapman & Webster, 2003).INCREASED REGULATION AND LEGISLATIONReliance 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 kindle honor and equal access to opportunities available.LOSS OF CONFIDENCE IN donnish 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 misdirect institutions that may award degrees or certificates to incompetent 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 facilitates the selection process by quickly pinpointing the candidates abi lity more accurately (Chapman & Webster, 2003). Take for example the BULATS online test, a robust 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 adaptive testing techniques (Chapman & Webster, 2003).CONCLUSIONClearly, we have identified a number of benefits to using technology for purposes of recruiting and selecting job applicants. A quick recap 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 advances 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 finding 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 respo nse and computer-assisted telephone screening interviews, International Journal of selection and assessment, Portland State University Blackwell publication ltd.Baron, H., & J. Austin, 2000. Measuring ability via the Internet Opportunities and issues. Paper presented at the Annual company of the Society for Industrial and Organizational Psychology, New Orleans, LA.Chapman, D.S., & J. Webster, 2003. 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