The Impact of Technology on Recruiting

With emerge of online recruitment and job agencies organizations have to adapt to these new methods of recruiting systems. Although this created both opportunities and problems for the organization, they are able to bring down the recruitment cost by reducing the cost of advertising by using these third-party recruitment agencies or even organizations own website. Instead of using the traditional paper-based advertising these web media can use rich resources such as graphics, photos, interactive text and videos (Allen et al., 2004) to attract and target the needs of relevant prospective candidates  (Dineen et al.,2007). Despite the advantages and effectiveness of online recruiting, a downside is that many employers complain about the chance of getting flooded by a number of unqualified candidates that can happen from online advertising (Chapman and Webster, 2003)

Recruitment and selection are concerned with any means available to meet the needs of the firm for certain skills and behaviors. A strategy to enlarge the skill base may start with recruitment and selection but would also extend into learning and development to enhance skills and modify behaviors (Armstrong , 2008) , and methods of rewarding people for the acquisition of additional skills. Performance management processes can be used to identify development needs (skill and behavioral) and motivate people to make the most effective use of their skills. Competence frameworks and profiles can be prepared to identify the skills and behaviors required and used in selection, employee development, and employee reward processes. The purpose should be to develop a reinforcing bunch of strategies along these lines. Talent management is a ‘bundling’ process, which is an aspect of resourcing (Armstrong,2008).

There are two methods of recruitment and selection. Armstrong (2000) suggested that first consideration should be given to internal candidates, though some organizations with powerful equal opportunity policies (often local authorities) insist that all internal candidates should apply for vacancies on the same footing as external candidates, and second being entered recruitment and selection.

List of  References

Armstrong M. (2008), Strategic Human Resources Management. 4th edition. pp.156.

Chapman, D. and Webster, J. (2003). The Use of Technologies in the Recruiting, Screening, and Selection Processes for Job Candidates. International Journal of Selection and Assessment, 11(2-3), pp.113-120.

Dineen, B., Ling, J., Ash, S. and DelVecchio, D. (2007). Aesthetic properties and message customization: Navigating the dark side of web recruitment. Journal of Applied Psychology, 92(2), pp.356-372.