Manage People Review how the latest advances in technology (e.g. social networking, web 2.0, e-methods) have impacted on the recruitment and selection process. Explore the benefits and challenges that using new technology presents for organisations. Introduction The significant influence of external factors in an organization’s performance could never be discounted…
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In this regard, the aim of the current discourse is to review how the latest advances in technology have impacted on the recruitment and selection process. Likewise, the benefits and challenges of using new technological applications would be presented and expounded based on contemporary organizational experiences. Impact of Technological Advancement on Recruitment and Selection Process In a study conducted by Piotrowski and Armstrong (2006), the authors revealed that current recruitment and selection practices, based on the national survey of 1000 firms included in Fortune’s top organizations in the United States, included “personality testing on the Internet and the use of online testing for selection purposes” (Piotrowski and Armstrong, 2006, pp. 489-490). Organizations were thereby cautioned on their effective applicability due to lack of regulations imposed on online selection firms. Likewise, the authors cited the works of Barbian (2001) and Bates (2002) whose studies contend that “most person job-fit tests have not been standardized, lack norms, and developers have not presented predictive validity data on their selection measures” (cited in Piotrowski and Armstrong, 2006, p. 490). Parry (2010) has cited that “70% of the organizations surveyed used the Internet or Intranet to deliver HR services to employees with most respondents planning to enhance substantially their e-HR capabilities over the two years” (p. 522). On the other hand, Capelli’s (2001) research indicated that a staggering 90% of U.S. organizations have already shifted to online recruiting due to the benefits in costs and efficiency accorded by this technological advancement (p. 140). There are options open to contemporary organizations regarding the use of technological applications to service HR functions. As Cappelli (2001) averred, organizations could use HR software programs that “automate the entire hiring process: they collect applications in a standardized format, screen them, determine where they came from (such as through job boards or classifiedads), monitor the progress of applications, and calculate how long it takes to fill various jobs or to get a new employee working productively” (p. 143). Concurrently, other organizations opt to outsource the hiring function through the use of external vendors, which would be discussed under challenges that these new technology presents. The website of Global Recruiting Roundtable (2011) indicated that “80.2% of companies are using Social Media to recruit and another 8.7% of companies are planning to begin this year (results of Jobvite survey, July 2011)” (Valkenburg 2011, par. 1). The percentage was a dramatic 18% increase from the 68% of the companies that used social media in 2009 to the 80.2% in 2011. The survey results from Jobvite revealed remarkable statistics that validate the effectiveness of using social networking sites such as Linkedln, Facebook and Twitter; where Linkedln topped the survey at 95% of the respondents indicating that they have successfully hired through this social networking site (Jobvite, 2011, p. 8). Benefits of Using Technonological Advancement Parry
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