Uses of Technology during Recruitment and Selection - Coursework Example

Uses of Technology during Recruitment and Selection Name Institution Date Table of Contents Table of Contents 2 1. Introduction 2 2. How Technology is being used in Enterprise in the Recruitment and Selection 4 3. Impacts of Technology in Organizational Performance 7 3.1 Technology Initiatives 7 3.2 Strategic Technology 8 3.3 Mobile Application 10 3.4 Cloud Computing 12 4. Benefits of Using Technology 13 5. Future Considerations and Open Source Technology 16 6. Conclusion/Discussion 16 1. Introduction Information Technology has played a greater role in influencing modern life to a great extent. It plays a large role in the way an organization carries out its duties and it has impacts on the organizational practices. Bartram (2000) points out that in Human Resource (HR); Information Technology has become a formidable force to reckon with. He believes that it basically shapes the practices and activities of the current human resource executives. At the moment it is on the periphery of dissipating the conventional as well as the traditional activities of human resource management. . It is worth noting that in the current Human resource planning is dependant on information technology. It has become a determinant of the path of business mainly because of its ability to enhance productivity and capture areas where planning need to take place and where the managers tend to unnecessarily ignore. A capture area in this case, is the targeted area for information technology implementation. Information Technology is increasingly being an essential instrument necessary for carrying out recruitment and selection of viable candidates. This is because it enhances the process and it makes it easy to perform. Recruitment involves the attraction of prospective employees and basically the initial processes that entail staffing. Selection on the other hand involves the process of interviewing, assessment of the probable candidate as well as job orientation (Werner, 2011). Recruitment and selection processes using information technology are very significant to any form of HR success (Chapman, et al, 2010). Nevertheless, it is characterised with a comparative shortage of empirical evidence (Barrick, et al, 2010). This is because Information Technology is generally a new phenomenon in some of the organizations hence, IT studies and its influence on recruitment and selection are at their foundational stages. The researchers have also underestimated the significance of recruitment and selection to organizations (Gatewood, et al, 2010). This has led to less attention being directed to its study. Both explanations are valid to expound on the current research problem. Nonetheless, it can be better explained by the fact that Human Resource is wide and comprehensive as its operations involves crucial operations for the organization. Researchers tend to deliberate on some issues to be more important compared to others, hence giving extra attention to other broad-based Human resource issues such as recruitment and selection (Erdogan, 2012). The reason behind is that technology in employee selection is highly advanced compared to recruitment or replacement (Armstrong, 2012). More emphasis has therefore been placed in selection. The success of an organization fundamentally depends on recruitment. The success of an organization’s recruitment defines the applicant’s population with which it will be able to work. The population in this case being the number of applicants during the recruitment process. Selection, on the other hand, is easier when any form of restriction of distribution is attributable to a superfluity of highly competent applicants. This research is aimed at informing the decision making process of the current HR managers. A number of objectives will be identified which will be necessary in providing a pragmatic answer to the research problem. 2. How Technology is being used in Enterprise in the Recruitment and Selection The recruitment process plays an important role in terms of ensuring that the enterprise has the right team. The right team is what determines the success of the enterprise as this affects the decision making process. Information technology is always very useful during the recruitment process in an enterprise. In order to attract the applicants for the job, it is usually easy to post the job vacancy on the internet. This is less costly as compared to the other methods that are used during the process of advertising for job vacancies. This is usually the first step of the recruitment and the applicants can also apply online. The process of application is quite simple for the applicants and it takes little time. It is also important to note that most of the people obtain information from the internet. The advertisement on the internet is thus convenient as most of the people can view the advertisement. A link for the company is usually availed in the internet for the process of enabling the applicants to apply for the job. In most case, an applicant has to upload the curriculum vitae online in order to complete the process. On the other hand, a job seeker can upload the curriculum vitae in advance. This will them be reviewed during the recruitment process when the specific vacancy is available. This method is quite efficient and it saves a lot of expenses for the enterprise. It also takes a little time to find the required number of applicants (Berman, 2012). Once the particulars of the applicants are on the database of the enterprise, the process of reviewing the application begins. This process is done through the use of computers which simplifies it (Sarma, 2010). Through the use of computers, it takes a shorter time as compared to the manual process which is time consuming and tedious. The applicants who have not met the requirements are usually singled out through the use of the computers. This leaves out those candidates that are qualified for the job. In the past the process was tedious and time consuming when it was done manually. Contacting the candidates for the interviews also consumed a lot of time in the past and hence delaying the process. However, with the use of information technology, the candidates are usually contacted via email which can be accessed by the candidates on the same day. It is also important to note that in the current job market, all the applicants usually have an email address which is useful for the purpose of making job applications. In most cases, the candidates are usually advised to confirm whether they will attend the interviews. This is usually done through the use of emails and hence saving a lot of time. Information technology therefore acts as a means of communication during the recruitment process. This process takes a very short time and hence saving the cost that would have used had the process been done manually. This is an important achievement in the field of human resource management (Tohidi, 2011). Interviews are necessary and form the most important step during the recruitment and selection. It gives a chance to the candidates to prove that they are fully qualified for the particular job. This is done through listening to the views of the candidates depending on how they tackle the interview questions which also determines their personalities. Through the use of information technology, the candidates may not necessarily be required to visit the company. This was common in the past and in most cases expensive for the candidates. The use of video conferencing or skype is one of the common tools used by enterprises to conduct interviews. This is quite convenient to most of the applicants as it saves them of traveling expenses. On the other hand, the enterprise can interview applicants from different countries and hence increasing the chances of recruiting highly qualified personnel. The most qualified candidate can then be selected within a very short period of time. The qualified applicant can then be notified through the use of email and hence breaking any barrier in terms of communication. The candidates who participated in the interview can easily know their fate over a short period of time as compared to the manual method of contacting them which may take months. It is thus important to note that information technology plays a crucial role during the recruitment and selection in an enterprise. The success of the recruitment and selection is thus dependant on the use of information technology within an enterprise (Mathis, 2011). 3. Impacts of Technology in Organizational Performance 3.1 Technology Initiatives The technology initiatives put in place are mainly for the purpose of improving the process of recruitment and selection. The improvements mainly depend on the ease of carrying out the process as well as its efficiency. The satisfaction of the candidates in the process is also important as it determines the credibility of the process. The use of human resource management system is one of the important initiatives that have found a wide application during the recruitment and selection process. This system creates a link between the information technology and the human operations during the recruitment process. A universal database is usually created through the use of this system and hence simplifying the process of recruitment and selection. The issue of human resource software to support the process is usually common during the process. This initiative is important for an enterprise as it ensures that the recruitment process is run smoothly. The manual workload that is usually involved during the recruitment and selection process is usually reduced through the use of this technological initiative. The process of online recruitment is usually supported by the use of this software and hence simplifying the process. The analysis of personnel usage is one of the processes that lead to recruitment. This process is enhanced by the use of the human resource management system software. The software can be used to monitor the process as well as determining the most suitable candidates for the recruitment within a short period of time. The initiatives taken to enhance the recruitment and selection process are thus dependant on the use of information technology (Schwalbe, 2010). The use of human resource management system is also important for an organization in terms of identifying the potential applicants. The identification of the potential candidates is important for the purpose of making the right choice during the recruitment and selection process. This is a critical area in the recruitment and selection and hence its importance. The applicant tracking system is also an important technological initiative that is used by enterprises. This system is able to track the records and details of the applicants and hence simplifying the recruitment process. This enables an enterprise to easily identify the right candidates for the particular job. However, it is important to note that these initiatives have some cost implications. The systems always require maintenance in order to increase its efficiency. It is thus important to ensure that frequent maintenance is carried out in order to avoid any inconveniences. The initiative taken by the enterprise to embrace the use of information technology during the recruitment determines the success of the process. It is also important to note that most of the enterprises have well trained personnel in the information technology sector. This is for the purpose of ensuring that the initiatives are successful. The presence of well trained personnel in the sector during the interview is important in terms of solving any complications that may arise. The relationship between the information technology initiatives and the success of the recruitment process is increasingly becoming close in most enterprises (Maizlish, 2010). 3.2 Strategic Technology The strategic technology is mainly for the purpose of ensuring that the recruitment and selection process takes place smoothly. Strategic technology always involves a plan that is used to enhance technology in the present time as well putting in place measures to enhance future requirements. The plan in most cases defines the direction that should be taken when implementing the strategic technology useful for the recruitment and selection process. The main aim of strategic technology is to improve the methods used during the process of recruitment and selection. The strategic technology is also useful in terms of ensuring that the staffs at the human resource department are conversant with the modern technology in terms of recruitment and selection. The creation of interactive partnership is also important in terms of ensuring that the use of information technology is enhanced among the members of staff within the enterprise Interactive partnership being the relationship between the computers and the staff members. However, it is important to note that the main objectives of strategic technology are dependant on the vision and mission of the organization regarding the use of technology in the human resource department. The strategic technology usually has a well laid down plans and procedures for implementing the technological aspects of the recruitment and selection. The strategic plans should also put into considerations any uncertainties that may occur during the recruitment and selection process. An expert in the field is also required for the purpose of ensuring that the strategic technology is well implemented (Chen, 2009). Planning ahead is one of the main concepts of strategic technology when it comes to the recruitment and selection. Planning ahead determines the steps that are taken by the company within the human resource department incase of urgent need for recruitment and selection. Training of personnel on the concepts of information technology with regards to recruitment and selection is one of the main pillars of strategic technology. The number of personnel who are experienced in the sector should be maintained at all cost. Most of the enterprises also consider the availability of information technology equipment as part of the strategic technology. This involves the use of software as well as the computers during the recruitment and selection process. The availability of the equipment is important for an enterprise as the activities require well maintained equipment. It is also important to ensure that the department is well funded so as to spearhead the strategic technology plan. Information technology requires a lot of planning maintenance and updates in order to fully operate. Most of the enterprises have made huge investments in the use of information technology during recruitment. It is thus important to ensure that the concepts of strategic technology are well understood by the members of staff involved in the recruitment and selection process. The use of strategic technology is thus a requirement for an enterprise to fully enhance the recruitment and selection process (Boselie, 2010). 3.3 Mobile Application The mobile applications are basically for the purpose of making the human resource operations easy. During the recruitment process it is always common to find a huge number of applicants for a given post. The information about the applicants is usually composed of raw data. Manipulation of raw data is a complex process for enterprises. It consumes a lot of that would have been used for carrying out other activities. However, due to the mobile application, the processing of data is easy and hence simplifying the recruitment process. The data is usually molded into powerful strategic tools used for decision making during the recruitment process. The mobile application is also important in terms of ensuring that the management works with updated data regarding the recruitment. The use of mobile application is thus beneficial to an enterprise and hence its popularity (Charland, 2011). The use of mobile application is also useful to the staff at the human resource department in terms of tracking changes and activities in the human resource department. This is because it allows the employees to be directly linked to the human resource system. This means that the staff can monitor the applications during the recruitment and selection at anytime from anywhere without necessarily visiting the office. This is an improvement from the past experience where a lot of paperwork was involved during the recruitment and selection process. The efficiency of the process is thus achieved through the use of the application (Coursaris, et al, 2008). Mobile application is used by most of the enterprises to enable the managers to make correct decisions with regard to recruitment. The use of mobile application is always important in terms of providing the managers with the exact situation facing the company. Such information includes the need for recruitment and the number of employees who should be recruited. This information is usually crucial for most of the enterprises and hence the adoption of mobile application as it is easy and efficient to use as compared to other technologies. Various technological equipments have also been adopted by managers in most of the enterprises. This is for the purpose of ensuring that the recruitment process runs smoothly. It is also important to ensure that the staff members are familiar with the technological equipment that supports mobile application. Smart phones and tablet computers are the most commonly used equipment when it comes to mobile application. The smart phones are easy to use and are efficient in monitoring the recruitment process. The applications of the candidates are usually monitored through the use of the mobile application. This is important in terms of relaying information to the mangers regarding the recruitment and selection process. The use of mobile application is cost saving for most of the enterprises and it is also efficient (Wasserman, 2010). 3.4 Cloud Computing The use of cloud computing has impacted positively on the performance of most enterprises. This concept has a wide application in the human resource department and the recruitment and selection. In the recruitment and selection, most of the enterprises prefer cloud computing (Yeh, 2012). This is for the purpose of accessing the data of the applicants from any computer. It is also convenient to most of the applicants and hence its use. The performance of most organizations has thus improved due to the use of cloud computing. It is easier to handle the bulky data that is usually encountered during the recruitment period. This is because the use of cloud computing does not require the storage device of the company. This concept therefore improves the methods used by the enterprises when handling data. It is also important to note that the access of data has been made easy by the concepts of cloud computing. Most of the enterprises can thus mange the recruitment data through the use of mobile phones. This reduces a lot of expenses. The process also becomes easier for the employees of the company. The use of cloud computing is thus beneficial to an enterprise as it improves its performance during the recruitment and selection. Most of the organizations have also improved the efficiency of their human resource department by adopting the cloud computing (Zaharia, et al, 2010). The use of cloud computing also supports a range of applications that are useful in the recruitment and selection process. Some kinds of software which run on a multi tenant use have been developed for operating in a cloud based environment. This application therefore plays an important role in terms of improving the performance of an enterprise. The use of cloud based technology is also easy to adopt and is secure for the equipment of the enterprise as the chances of malware are minimized. The presence of malware can interfere with the database of the human resource department and hence interfering with the details of the applicants. Talent management is closely associated with internal recruitment and selection within an enterprise. Cloud computing provides a platform that enables the enterprise to manage the talent of the employees in the organization. This is important in terms of ensuring that the right employees are selected during the internal recruitment process. It is also important to note that managing the talents of the employees promotes fairness within the organization during the internal recruitment. The use of cloud computing software is also important in terms of ensuring that the objectives of the organization are met (Kandar, 2012). An example of cloud computing is the Google docs which is utilized by many organizations. The application is used for the purpose of accessing documents and sharing the document through the use of computers and mobile device. 4. Benefits of Using Technology The use of technology is quite beneficial to an enterprise in multiple ways. The major benefit is the reduction in the costs of operations. During the recruitment and selection period, the process requires a lot of expenses if done in an ordinary way. Advertising the vacancies in the print media is quite expensive as compared to advertising the same vacancy in the internet. The use of technology therefore plays an important role in reducing the expenses in this initial stage of recruitment. It is also important to note that the interviews can be quite costly for an organization incase it has to find a different venue. However, with the use of technology, interviews can be carried out through the use of skype and hence reducing the expenses. On the other hand, the process of short listing which may require an organization to hire temporary staff due to the huge workload is taken care of. This increases the cost of operations for the enterprise. However, the use of technology plays an important role in eliminating the cost that may have been involved. This is because it reduces the workload making it manageable. Reduction of costs is thus an important benefit of using technology during the recruitment and selection (Nusair, 2010). The use of technology is also beneficial to an enterprise in terms of saving time. Initially the process of recruitment and selection lasted months. This is due to the huge workload and paper work that was involved. The recruitment process was thus complicated for most of the enterprises that received thousands of applicants during the process. However, with the use of information technology, the process only takes a few days for it to be complete. This is thus beneficial to an organization on terms of eliminating time wastage. The right candidate for the job is usually selected on time as the process has been made easy by the use of technology. This plays an important role in ensuring that the operations of the enterprise are not interfered with by the delays in the recruitment and selection. The use of technology also ensures that the correct candidate is easily identified. This has been made possible through the use of applicant tracking. This is also beneficial to the enterprise as it only takes a shorter time to identify the correct candidate. The efficiency of the recruitment and selection process is also improved through the use of modern technology (Eckhardt, et al, 2011). The use of technology plays an important role in managing the data of the applicants during the recruitment and selection process. The data regarding the applicants forms the basis of the interviews and selection process. Any misplacement of the data may lead to the recruitment of the wrong candidates. The use of information technology offers a solution in terms of the management of the data. The records of the applicants can be kept safely for a long time in the database of the enterprise. It can then be used in future during the recruitment and selection process. The records of the existing employees can also be used during the recruitment and selection process. This is common when an internal vacancy needs to be filed. The use of information technology therefore ensures that the right employee is selected. This has been made possible through the use of talent management software that has been adapted by most of the enterprises. The use of information technology also ensures that the organization is able to handle the details of various applicants from a wide range. This is important for an enterprise as it ensures that not applicant is left out due to the poor handling of their records (Cascio, 2010). The use of technology is also beneficial to an enterprise during the recruitment and selection process as it enjoys a wide coverage. The number of applicants is usually high when the advertisement is made online. This is due to the popularity of modern technology with most people. It therefore becomes easy for an organization to select the right candidates for the particular job. The use of technological concepts like the cloud computing is also beneficial to an enterprise in terms of monitoring the recruitment process. This ensures that the use of simple gadgets like the mobile phones can be used to monitor the job market and also the recruitment process. The use of technology is also important for an organization as initial infrastructure cost can be reduced by adopting some technological concepts. Through the use of cloud computing, it is possible for the enterprise to work online without necessarily investing in the purchase of equipment. The use of technology during the recruitment and selection process is also beneficial to an enterprise as it ensures that the number of staff is reduced. This is important in terms of saving the costs of operation for the enterprise. The use of technology is thus beneficial to an enterprise in several aspects during the recruitment and selection process (Reenen, 2011). 5. Future Considerations and Open Source Technology The future considerations in terms of the use of technology are for the purpose of filling the technological gaps that exists. This is because the current concepts used in relation to technology still have some weaknesses that reduce the efficiency of the recruitment and selection process. The future considerations are thus for the purpose of streamlining the operations during the recruitment and selection process. The future consideration must focus on efficiency and the ease in the use of technology for the purpose of carrying out recruitment and selection. The open source technology which supports a range of software for the recruitment and selection should also undergo modifications. This is for the purpose of ensuring that software can be modified further depending on the future needs of the recruitment and selection. It should allow the enterprise to make its own changes depending on their requirements in terms of recruitment and selection. The cost of technology should also be considered in future so as to increase its coverage. The development should focus on ensuring that advancements are made and the technology is affordable for use. This will play an important role in addressing the issues facing an organization in terms of the use of technology. The issue of licensing of the open source software should also be reviewed for the purpose of enhancing the modifications and hence the development of more advanced software (Rossini, 2011). 6. Conclusion/Discussion Technology plays an important role during the recruitment and selection process. The use of technology ensures that the process of recruitment is efficient as well as smooth. This is achieved through the ease of manipulation of the recruitment data when using the technological means. It is evident that the efficiency of the data is high when using the technological means as compared to the manual means. The technological initiatives are also for the purpose of ensuring that the data regarding the recruitment is safeguarded. The safety of the data plays an important role in preventing access to the data by unauthorized personnel. This is due to the sensitive nature of the recruitment and human resource data. Access by unauthorized personnel may lead to interference with the data and hence affecting the process of recruitment. On the other hand, the use of technology plays an important role in ensuring that the recruitment process is simplified. The advertisement which is among the first steps of recruitment is usually carried out through the use of modern technology. It is evident that most of the enterprises prefer advertising on the internet as it reaches a good numbers of applicants. This is convenient to both the applicants and the enterprises involved. Most of the jobseekers also use the internet for their job search as compared to the use of other sources of advertisements. It is also important to note that most of the jobseekers have posted their curriculum vitas on the internet. The strategic technology concepts are also important in terms of ensuring that the planning is done in advance. This serves the purpose of putting in place measures that ensures that the technology is fully embraced. On the other hand, it is also important to note that experts are required in this section in order to enhance the process. The involvement of the experts is for the purpose of avoiding errors as well as ensuring that the other employees in the human resource department learn from them. It is also evident that the staff in the human resource department requires training in order to be efficient when using the technological tools during the recruitment and selection process. The use of cloud computing has a lot of positive impacts on the recruitment and selection process. It is evident that through cloud computing, the management of the data of the employees is made easy. It is also convenient to the applicants due to its popularity. Cloud computing reduces the cost of using the technology in terms of investing in new technological infrastructure that supports recruitment and selection. The mobile applications also support the development of software that enables the recruitment process to be monitored. Monitoring the process ensures that it goes on smoothly and eliminates the chances of making errors during the recruitment process. The use of simple devices is also advancement in terms of technology during the recruitment process. It is also evident that the use of technology has multiple benefits to an organization. The ease of recruitment and saving of costs are some of the important benefits of using technology during the recruitment and selection process. The recruitment process is quite costly when using the other means of recruitment. This is due to the high cost of contracting the recruitment agencies or staring the process manually step by step. It is also evident that the time taken during recruitment is shorter when using the technology as compared to the manual means. The manual methods takes a lot of time as each of the application has to be sorted and read which consumes a lot of time. Future considerations are also for the purpose of enhancing the use of modern technology in human resource management. The future initiatives will also determine the ease of using technology in during the recruitment and selection process. The rate of growth of the technology is an indication that the future will experience a lot of changes. The changes are for the purpose of making the process easy as well as improving its efficiency. It is also important to note that future initiatives should be cost effective so as to fully support the process. Bibliography Bartram, D, 2000, Internet recruitment and selection: Kissing frogs to find princes, International journal of selection and assessment, 2000, (8), 4, pp. 261-274. Barrick, M et al, 2010, Human resource selection, South-Western Publishers. Berman, E, 2012, Human resource management in public service: Paradoxes, processes, and problems, SAGE Publications, Incorporated. Boselie, P, 2010, Strategic human resource management: A balanced approach, Tata McGraw-Hill Education. Cascio, W, 2010, Investing in people: Financial impact of human resource initiatives, Ft Press, New Jersey. Charland, A, 2011, Mobile application development: web vs. native, Communications of the ACM, 54(5), 49-53. Chen, C, 2009, Strategic human resource practices and innovation performance. The mediating role of knowledge management capacity. Journal of Business Research, 62(1), 104-114. Werner, S, 2011, Human resource management, Cengage Learning, New York. Erdogan, B, 2012, Discretionary and transactional human resource practices and employee outcomes: The role of perceived organizational support, Human Resource Management, 51(5), 665-686. Eckhardt, A, et al, 2011, Drivers, challenges and consequences of E-recruiting: a literature review, In Proceedings of the 49th SIGMIS annual conference on Computer personnel research (pp. 26-35). ACM. Tohidi, H, 2011,Human Resources Management main role in Information Technology project management, Procedia Computer Science, 3, 925-929. Mathis, R, 2011, Human resource management: Essential perspectives, South-Western Publishers. Rossini, F, 2011, Forecasting and management of technology, Wiley. Reenen, J, 2011, Human resource management and productivity, Handbook of labor economics, 4, 1697-1767. Kandar, D, 2012, Cloud computing: A solution to Human Resource Management system, In Radar, Communication and Computing (ICRCC), 2012 International Conference on (pp. 176-179). IEEE. Maizlish, B, 2010, IT (Information Technology) Portfolio Management Step-by-Step: Unlocking the Business Value of Technology, Wiley Publishers, London. Nusair, K., 2010, An HR perspective: the global hunt for talent in the digital age, Worldwide Hospitality and Tourism Themes, 2(1), 86-93. Schwalbe, K, 2010, Information Technology: Project Management, Course Technology Ptr. Wasserman, T, 2010, Software engineering issues for mobile application development, FoSER 2010. Zaharia, M, et al, 2010, A view of cloud computing. Communications of the ACM, 53(4), 50-58. Chapman, D, et al, 2003, The use of technologies in the recruiting, screening, and selection processes for job candidates, International Journal of Selection and Assessment, 11(2-3), 113-120. Gatewood, R, et al, 2010, Human resource selection, South-Western Pub. Armstrong, M, 2012, Armstrong's handbook of human resource management practice, Kogan Page. Sarma, A, 2010, Firm reputation, recruitment web sites, and attracting applicants, Human Resource Management, 49(4), 669-687. Yeh, C, 2012, Cloud computing and human resources in the knowledge era. Human Systems Management, 31(3), 165-175. Coursaris, C, et al, 2008, Mobile technology and the value chain: Participants, activities and value creation, International Journal of Business Science and Applied Management, 3(3), 14-30. Read More

Both explanations are valid to expound on the current research problem. Nonetheless, it can be better explained by the fact that Human Resource is wide and comprehensive as its operations involves crucial operations for the organization. Researchers tend to deliberate on some issues to be more important compared to others, hence giving extra attention to other broad-based Human resource issues such as recruitment and selection (Erdogan, 2012). The reason behind is that technology in employee selection is highly advanced compared to recruitment or replacement (Armstrong, 2012).

More emphasis has therefore been placed in selection. The success of an organization fundamentally depends on recruitment. The success of an organization’s recruitment defines the applicant’s population with which it will be able to work. The population in this case being the number of applicants during the recruitment process. Selection, on the other hand, is easier when any form of restriction of distribution is attributable to a superfluity of highly competent applicants. This research is aimed at informing the decision making process of the current HR managers.

A number of objectives will be identified which will be necessary in providing a pragmatic answer to the research problem. 2. How Technology is being used in Enterprise in the Recruitment and Selection The recruitment process plays an important role in terms of ensuring that the enterprise has the right team. The right team is what determines the success of the enterprise as this affects the decision making process. Information technology is always very useful during the recruitment process in an enterprise.

In order to attract the applicants for the job, it is usually easy to post the job vacancy on the internet. This is less costly as compared to the other methods that are used during the process of advertising for job vacancies. This is usually the first step of the recruitment and the applicants can also apply online. The process of application is quite simple for the applicants and it takes little time. It is also important to note that most of the people obtain information from the internet.

The advertisement on the internet is thus convenient as most of the people can view the advertisement. A link for the company is usually availed in the internet for the process of enabling the applicants to apply for the job. In most case, an applicant has to upload the curriculum vitae online in order to complete the process. On the other hand, a job seeker can upload the curriculum vitae in advance. This will them be reviewed during the recruitment process when the specific vacancy is available.

This method is quite efficient and it saves a lot of expenses for the enterprise. It also takes a little time to find the required number of applicants (Berman, 2012). Once the particulars of the applicants are on the database of the enterprise, the process of reviewing the application begins. This process is done through the use of computers which simplifies it (Sarma, 2010). Through the use of computers, it takes a shorter time as compared to the manual process which is time consuming and tedious.

The applicants who have not met the requirements are usually singled out through the use of the computers. This leaves out those candidates that are qualified for the job. In the past the process was tedious and time consuming when it was done manually. Contacting the candidates for the interviews also consumed a lot of time in the past and hence delaying the process. However, with the use of information technology, the candidates are usually contacted via email which can be accessed by the candidates on the same day.

It is also important to note that in the current job market, all the applicants usually have an email address which is useful for the purpose of making job applications. In most cases, the candidates are usually advised to confirm whether they will attend the interviews.

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