Evolution of Recruitment and Selection processes

 With the introduction of the internet and intranet in the early ’90s, the involvement of internet-based technology including social media and other software tools has significantly grown high in the employee selection and recruitment process. (Hopkins and Markham, 2003).

Various researchers indicate that online recruitment has given the opportunity for organizations to conduct recruitments and selections in a cost-effective manner and save the time for HR community (Hart et al. 2000).  The editors further emphasize how the effectiveness of the various online platforms involved in the recruitment and selection process has benefited organizations.

Further, Armstrong and Taylor (2020) have stated, that cross-platform sharing and messaging feature has given additional benefits as each social network has a different audience and can have a greater number of potential recruits. The editors further point out that the feature built on “matching” technology developed by using the principles of online dating in job searching has given immense advantages to candidates as well as employers.

 

E-recruitment process

In the e-recruitment process, vacancies can be advertised or posted on the internet by providing information about the job, requirements, and the information about the organization and facilitating multiple communication channels between candidates and organizations (Armstrong 2014). In addition to the above facilities, Armstrong has mentioned the ability to conduct interviews and tests when using an e-recruitment facility.

Further, according to Armstrong and Taylor (2020), any social media platforms such as LinkedIn, Twitter, and Facebook which use Web 2.0 technologies for networking or sharing can be used for the e-recruitment process. 

The main online sites involved in this process are;

• Corporate website: provides details of job opportunities and collects data for the same
• Job boards: publish job advertisements on behalf of employers and agencies (in Sri Lanka – Eg. topjobs.lk)
• Online testing: Evaluation of candidates over the Internet
• Social media: quick reach out to potential candidates (Eg. LinkedIn)

According to Armstrong (2014) the advantages of E-recruitment:

• Cost-effective as it's generally free and minimizes labor cost
• Reaches a bigger audience as the user can target a far wider audience without having to pay extra
• User friendly
• Enables dynamic content making user adds more appealing to job seekers
• Shortens hiring process
• Immediacy as most posts and replies appear in real-time

According to Armstrong (2014) the disadvantage of E-recruitment:

• Not suitable for senior positions where the pool of prospective candidates is much lower
• A high volume of responses including a large number of unsuitable candidates
• Technology issues that come from standardizing the application process

Modern selection process

Use of AI

Artificial Intelligence can revolutionize the entire recruitment process and machine learning algorithms can reshape the recruitment process much faster than humans (Armstrong and Taylor 2020). Further, Armstrong and Taylor (2020) mentioned the data mining algorithms which can be used to search for information on social media postings.

Applicant Tracking System (ATS) in candidate sourcing

AI-Based Video Interview Software

Table 1.0 – Advantages and disadvantages of psychometric test

Advantages of Psychometric Tests	Disadvantages of Psychometric Tests
It is accurate and appropriate	The method can become a fake one
Cheap to acquire	Can make a candidate nervous
Highly cost saving	Incompatible with others
Unbiased approach	Not complete in the whole sense
Highly time-saving	Squeeze the hard-earned money
Reviews can be done	The base is
Helps to pick the right person	Cultural barriers are present
Understand the employee	False answers
Reveals motives	Inaccuracy:
Candidates find their job	Answers are fixed
Improves efficiency	Depressed
Tools are used	Requirement for training
Psychometric testing can be used in any stage of the recruitment	Costly

References

AI-based Video Interview Software Recruitment Software: Birbal, Always Right, viewed 5 May 2022 < https://www.youtube.com/watch?v=W1vKhRzjCSY&t=3s>

 

Armstrong, M and Taylor S, (2014), Armstrong’s handbook of human resource management practice, 13^th edn, Kogan Page, UK.

 

Armstrong, M and Taylor S, (2020), Armstrong’s handbook of human resource management practice, 15^th edn, Kogan Page, UK.

 

Hart, C., Doherty, N & Ellis-Chadwick, F. (2000). Retailer adoption of the Internet Implications for retail marketing. European Journal of Marketing,34(8), 954-974.

 

Hopkins, B and Markham, J (2003), E-HR: using intranets to improve the effectiveness of your people, 1st edn., Routledge. UK, ISBN 9781138709300

 

Schmidt, F L and Hunter, J E (1998) The validity and utility of selection methods in personnel psychology: practical and theoretical implications of 85 years of research findings, Psychological Bulletin, 124 (2), pp 262–74