The Use of Technologies in the Recruiting, Screening, and Selection Processes for Job Candidates at Keells Super
Do new recruitment technologies influence the type of HR activities with regard to recruitment and selection and what is the impact on organizational performance and applicant experience?
A study carried out by Tilburg University sheds some light upon this question. This
study showed a likeness of transactional HR activities (recruitment, assessment, and selection) decreasing in the future as a consequence of the implementation
of new recruitment and selection technologies. Daisy Bax et al emphasized and that HR professionals will spend more time on
transformational activities or traditional activities. She concludes that, due
to the changing HR activities, other HR traits are requested like being
proactive, analytical, critical, pragmatic, and strategical, which in turn has the potential to improve
organizational performance and applicant experience. The most important finding
is that the interviewed applicants and HR professionals indicate that a good
balance between technology and personal contact must be found.
Video - E- Recruitment
Tesco; The biggest private-sector employer in the UK advertises vacancies via the Tesco
website www.tesco-careers.com. Applications are made online for managerial
positions. The chosen applicants have an interview followed by attendance at an
assessment centre for the final stage
of the selection process. (Times Newspaper Limited and MBA Publishing Ltd,
2008).
Keells supermarket
chain, on the other hand, employs recruitment methods similar to Tesco. According to their
Recruitment Policy Manuel (2016), Keells advertise the post internally on its
intranet for managerial and head office positions. Candidates can also forward
their application
through ‘Keellssuper Careers’ Facebook page. Skype and Zoom interviews are also
adopted by Keells in the recent past for managerial and head office positions.
Figure 1 - Keells Facebook Career Page
A survey done by Chapman, D, S. and Webster, J (2003) concludes asserting, the use of technology in personnel selection and recruiting is evolving rapidly, The survey of companies and in-depth interviews suggest that much of the activity is focused on generating and screening applicants in middle-level positions and for high-tech workers, while lower-level positions and senior management positions continue to be recruited and selected through more traditional approaches. Technology has yet to play much of a role in the final selection process as most interviewers report preferring a high-touch approach in the later stages of selection
References
Bax, D, Freese, C., van
den Groenendaal, S,M. (2018), Recruitment
and selection in the digital age. Tilburg University. Avai lable at:
http://arno.uvt.nl/show.cgi?fid=146454. (Accessed 16 November 2020).
Chapman, D. S., Webster, J. (2003). ‘The Use of
Technologies in the Recruiting, Screening, and Selection Processes for Job
Candidates’
International
Journal of Selection and Assessment. Volume 11, (Number 2/3,
June/September 2003). Available: https://www.researchgate.net/publication/228254240_The_Use_of_Technologies_in_the_Recruiting_Screening_and_Selection_Processes_for_Job_Candidates.
. (Accessed 16 November 2020).
Keells Super. (2016). HR
Policy for Recruitment. Jaykay Marketing Services (Private) Limited.
Times Newspaper
Limited and MBA Publishing Ltd (2008), Recruitment
and selection. Available at:
http://colbournecollege.weebly.com/uploads/2/3/7/9/23793496/tesco-recruitment__selection.pdf.
(Accessed: 20 October 2020).
Technology is slowly creeping into recruitment process and to make hiring decisions. Based on a the 'Littler Annual Employee Survey', it has been identified that 25% of respondent are using AI to screen applications while 11% are using AI or analytical tools to identify hard to reach applicant pools. 63% who are not using any AI tool in the process , however have agreed that there is much potential for employers to use technology in making workforce related decisions (O’Connell, 2019 & Littler, 2019).
ReplyDeleteSołek-Borowska and Wilczewska (2018) research findings indicate that e-recruitment transforms the traditional recruitment process into a time- and space-independent, collaborative hiring process. Two unquestionable benefits are: limiting the length of the process in time and possibility to decrease the costs.
DeleteAdvances in technologies have had a profound impact on the business practices of many organizational functions including financial systems, sales, marketing, and production. Only recently have we seen an increased interest in the use of IT in the human resource practices such as personal screening and selection. For example, Nike uses Interactive Voice Response technology to screen applicants over the telephone, followed by computer-assisted interviews with selected applicants, and finally perform face to face interviews (Chapman, 2003).
ReplyDeleteWhilst Skype was and is being used to interview candidates, particularly for international recruitment, very few HR teams were familiar with “one-way” video interviews, where candidates record their answers to the questions asked and the employers reviews them at a later time. Today, the term “video interviewing” is a hot topic amongst many innovations in HR technology and whilst the term encompasses “live” video interview, there is a growing demand for the asynchronous model (Rupert, 2014)
DeleteVirtual recruiting environment is defined as the online environment that allows companies and potential job applicants to interact with each other. Such environments may vary in sophistication from relatively simple job bulletin boards that provide basic job descriptions and little or no opportunity for applicant interactions . (Maurer, 2007)
ReplyDeleteAccording to Buckley et al (2004), video recruitment is still a controversial and relatively new way of personnel recruitment. Nevertheless, its development is inevitable and probably in the future, it is forecasted that all phases of the selection process will be transferred to the online environment. It is worth emphasizing that the use of this tool does not mean saving time and costs by lowering the efficiency and quality of the recruitment project. On the contrary, it is more transparent, generates wider pool of candidates and helps to select better candidates.
DeleteWell, technology without doubt is evading the subject process and mostly accepted and adopted by organizations due to the cost-benefit factor associated to it. Benefits such as increased productivity , where an application tracking system automatically imports resumes to the software. You can narrow down candidates without sorting through a mound of paper resumes or emails.
ReplyDeleteWith tech support there are less opportunities for bad matches and it helps organizations be more strategic in these processes (RPOA, 2017).
Yes Asitha. While this being true, benefits of e-recruiting can differ between organizations, because every organization has its own strategy, and recruitment objectives should support that strategy (Sołek-Borowska and Wilczewska,2018).
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