Using Technology for Smarter Recruitment - Report Example

Improvement Ideas Creation of a New Database Creation of a database is a procedural process which involves management support, investment, design, adoption, installation and implementation processes. To achieve successful creation of a new database within Talent Seek Company, it is therefore necessary that the top executives will support this endeavour so that they would approve allocation of funds for purchase, installation and maintenance of the database (Tong 281). 1.1 Sub Improvement Parts The creation of a new a new database within Talent Seek Company will enhance the efficiency and effectiveness in the recruitment process. This need is demonstrated by the fact that the recruitment processes are not followed consistently nor are they up to date. The sub improvements parts include the creation of database for the vacancies which develop within the TS and the recruitment needs and creation of a database which store the information of all job applicants. 1.2 Benefit The benefit of the database for the vacant positions and recruitment requirements within Talent Seek Company will benefit the human resource department which will be able to determine the demand for labour within the organization. This will enable the organization to plan earlier for the recruitment process. This will include early advertisement for the positions and thus pave way for the processing of the application forms. This will therefore lead to efficiency in the process of recruitment within the company. Additionally, creation of a database for the storage of applicant information will ensure that the human resource department and management will be allowed to achieve sufficient data for comparison and analysis before the short listing of the qualified candidates. This will eventually benefit the company through recruitment of the most qualified, skilled, experienced and knowledgeable staff. 1.3 Issues The possible issues which would emanate from the creation of the new databases include the support of the executive management of the company. This is because; the cost benefit issues will arise. This means that the human resource department will play a significant role in demonstrating to the top executives about the benefits that the organization which achieve through the creation of the databases. 1.4 Link with other improvement suggestions Through the creation of a database for the storage of job application data, the organization will be able to select and thus communicate with the successful applicants via the website for the external candidates. The internal website will be liked with the database for the vacancies within the organization. This will allow various department and managers of the organization to report the needs for labour in the organization. This will lead to efficiency in reporting vacancies and therefore efficiency in the meeting of the labour needs of the company’s departments. 1.5 Required Investments To create a database for vacancies and the storage of the applicant data, the company will require investing monetary resources to this venture. This means that funds will be allocated for the purchase and maintenance of the databases. The purchase of the database includes funds for the acquisition of storage hardware and backup systems in addition to the database management systems. 1.6 Reference model / Benchmark The reference model for the creation of the databases includes the policies and practices of the company in the management of databases. The adopted databases must therefore be compliant to the policies and procedures that are laid for effective management of the databases. Additionally, the database must be compatible with the company’s already installed systems which are the major reference models for the implementation of the database (DeMers 27). 1.7 Time Frame The implementation of the databases is a short term project. This is because of the ease with which it is to implement as compared to the adoption and creation of an information system as a whole. The databases will be implemented to work within the company’s systems as high priority endeavour for the efficiency of recruitment processes. 1.8 Group Effected The creation of the database for the vacancy information, data and the labour requirements of every department of the company will positively affect the human resource management and the company’s departments. On the other hand a database for the storage of applicant data will affect the applicants for job opportunities within the company. 2. Create an Internal Website The creation of a company website involves the design and programming by website developers within a company or outsourced expertise (McNamara 12). Talent Seek Company demonstrates delays in recruitment procedures which emanate from inefficiencies within the company. This will be achieved through a well designed internal website which will be aimed at improving communication within the company’s functional areas on matters pertaining to recruitment and retention of employees. 2.1 Sub improvement parts The internal website should be designed to have subpages within the homepage which links the user to the various departments of the organization. This reveals that the company’s subsections will be connected through the website. For example the internal website will enable the human resource department to connect with other departments such as sales and marketing, operations, finance and production. It is in this regard that the needs of the various departments for new employees can be identified efficiently by the human resource managers for appropriate action and measures. 2.2 Benefit The benefits of the creation of an internal website will be felt by the company’s employees within its many departments in addition to the management team. This will increase the efficiency in the identification of positions which will be advertised. In return the demands of the company’s departments for human resource will be met in the most effective manner. In addition, the efficiency which is achieved by the internal website will motivate employees. Moreover, the opening vacancies would be communicated efficiently among departments through the internal website and thus lead to a combined design and presentation of the advertisements for the job opportunities. 2.3 Issues The adoption and implementation of the internal website would be affected by the attitudes of the employees in its applicability for enhancement of recruitment processes. Additionally, issues such as organization culture in the recruitment process may derail the implementation of the internal website. Addition, the compatibility issues would result from the differences between various functional areas of the company and the link that is established between them through the website (DeMers 45). 2.4 Link with other improvement suggestions The internal website will be linked to the databases of the various company areas of operation to enhance their communication. This means that through the website; databases are accessed by the employees of the company and the management. The access to employment needs, application data and qualifications will promote communication in the company on these matters through the website and as a result facilitate the process of recruitment. 2.5 Required Investments To achieve a workable and efficient internal website, the company will invest financial resources for its design and publication on the internet so that it would be accessed from anywhere by the employees and the management. Moreover, the company will invest on the website design expertise. Furthermore investments in time as a resource will be required for the processes of design, adoption and implementation of the internal website by the company. 2.6 Reference model / Benchmark Since the website will be linked to the internet, its use must be adherent to the policies of information security and internal company information. This will prevent the possible use of company details on recruitment by the business competitors for their own competitive advantage. More importantly the website must be benchmarked against the existing systems for compatibility. Nonetheless, the internal needs of the company are the most important reference points for the successful adoption and implementation of the internal website. 2.7 Time Frame The creation of an internal website is a short time and top priority within Talent Seek Company. This is demonstrated by the urgent need for the removal of work load imbalance with the company’s business functions. Through the timely establishment of the internal website the process of communication on matters of recruitment will be achieved in an efficient manner. This will reduce the work load which is related to the recruitment processes such as application and processing these applications to pave way for the selection process. 2.8 Group Effected The establishment of an internal website will affect various groups within the company such as departments, employees and the management teams. The implications of the internal website will reduce the work load and improve communication and thus revealing a positive effect within the company and its various departments. 3. Create a website for external candidates The creation of a website for external candidates is the processes which will allow the external applicants of various job opportunities within Talent Seek Company to achieve effective communication with the company (Dickinson and Kelly 46). This communication includes access to the advertisements for vacant positions, the job requirements and roles of the successful applicants within the company. 3.1 Sub improvement parts The sub improvements within the website for external users include website pages for the advertisement of vacancies, application and feedback. The advertisement of vacancies is a sub improvement of the website for external users which will involve improved process of informing potential employees and expertise within the labour market for the vacancies at Talent Seek Company. 3.2 Benefit The website for external users will majorly benefit the job seekers through the improved communication with the company on employment opportunities and application for the available vacancies. Inn addition, the company will benefit through application and recruitment of experienced, talented, knowledgeable and skilled staff. 3.3 Issues The issues which would emanate from the creation of the website for external users include effective management of the large number of applications which are expected to result from online submission of job applications. The storage capacity of the company’s computer systems and the processing speed for online applications is another issue which must be addressed by the company. 3.4 Link with other improvement suggestions The internal website will be linked with the website for external users. Nonetheless, this will be focused at enabling the employees and management to effectively manage the recruitment processes. Moreover, the website for external candidates will bee connected to the database which contains data on the vacancies within the organizations and the requirements for applicants. This will act as a way of enabling talented expertise within the labour market to be informed and therefore apply for job opportunities within Talent Seek Company. 3.5 Required Investments Financial investment, time and human resources include the investments that Talent Seek Company would place for the establishment and implementation of a website for external users. 3.6 Reference model / Benchmark The creation of the website for external candidates must be designed in reference to the recruitment policies and the job requirements. 3.7 Time Frame The problems with recruitment within the company and the apparent inefficiencies reflect that the creation of a website for external candidates is a short time endeavour which is geared at providing a quick solution for the organization. 3.8 Group Effected The external candidates are the group which is affected by the creation of the website. This is revealed by the increase in the efficiency of recruitment processes which would emanate from the successful implementation of the website. 4. Create a website for external clients This will include the design of a website which will connect the outside environment with the company. The website for external users will work effectively if its design includes user friendly menus and sufficient information for the needs of the external environment and job seekers. 4.1 Sub Improvement Parts A feedback sub improvement section will be created within the website for external clients. This will promote the assessment of the services of the company by its clients. More importantly the importance of giving clients feedback would be achieved through the feedback sub improvement section of the website for external clients. 4.2 Benefit Creation of website for external clients will enable the company to enjoy a competitive advantage in the market through the marketing of the company’s services which will lead t an increase in the market share. 4.3 Issues The usability of the website in addition to the feedback strategy are important issues which needs to be put into consideration in the design, adoption and implementation of the website for external clients. 4.4 Link with other improvement suggestions The website with external clients will be linked to the company website with a view of ensuring that external clients are able to access and use information on the company which includes new services, their quality and the associated costs. 4.5 Required Investments Moreover the company will invest on the staff that will manage the created website and the expertise who is accredited for the maintenance of the website and ensuring its security. 4.6 Reference model / Benchmark The creation of the website for external clients must be inline with the objectives of the organization as the reference model. This will ensure that the company meets the needs of its clients in the most effective and efficient manner. 4.7 Time Frame The creation of the website for external clients is one of the short time endeavours of the company because of the increased need to communicate with its external clients and improve the efficiency of service delivery. 4.8 Group Effected The website for external clients will have a positive effect on the company inn terms of an enhanced image and efficient communication with its clients which is also likely to lead into increased sales. 5.0 Long term implementation plan 5.1 Difficulties for organization The organization is likely to have difficulties or challenges in the adoption and implementation of its databases and websites. This is due to the possible risks associated with resistance from the employees (Dobson 14). Additionally, the organization would have difficulty in achieving the required financial investment in the implementation of the suggested improvements. 5.2 Difficulties for IT perspective The IT difficulties which would emanate from the need for adoption and implementation of company websites and databases for enhanced recruitment include IT expertise. This may result to outsourcing of IT staff and services which may be expensive. Additionally, the recruitment of experienced and talented IT staff would be difficult within the competitive labour market. 5.3 Risks The possible risks that the company would face include incompatibility of the websites and databases with the IT platforms, systems and architecture which is already installed within the functional areas of the organization. Moreover, the staff and clients may reject the use of the new systems due to incompatibility with the organizational culture and poor usability. 5.4 Required organization/management process changes The management process must be changed in order to ensure that it is aligned to the changes which would be brought about by the adoption and implantation of the websites and databases for enhanced recruitment. These changes would be focused on the human resource management and they include improvement of skills through training. Works Cited Dobson, Sarah. "Recruitment Technology Evolving." Canadian HR Reporter 23.7 (2010): 14. ABI/INFORM Complete. Web. 21 May 2012. Tong, David, Yoon Kin. "A Study of e-Recruitment Technology Adoption in Malaysia." Industrial Management + Data Systems 109.2 (2009): 281-300. ABI/INFORM Complete. Web. 21 May 2012 Dickinson, Dean, and Kelly Tatton. "Using Technology for Smarter Recruitment." Strategic HR Review 10.2 (2011): 46. ABI/INFORM Complete. Web. 21 May 2012 DeMers, Allen. "Solutions and Strategies for IT Recruitment and Retention: A Managers Guide." Public Personnel Management 31.1 (2002): 27-40. ABI/INFORM Complete. Web. 21 May 2012. McNamara, Mike. "Business Recruitment on Schedule for Technology Village and SoftCenter." The Duluthian 34.5 (1999): 12. ABI/INFORM Complete. Web. 21 May 2012. Read More