Impacts of latest advances in technology on recruitment and selection process ‘LEARNING DEVELOPMENT THROUGH FEEDBACK’ The feedback received for my earlier assignments in this module has been taken seriously at the time of writing this paper. Critical thinking is necessary while analysing a topic and I tried to obey that principle in this paper…
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The intrusion of internet related technologies is visible in every segment of human life at present. Human life is rapidly entering a digital world in which all our activities are controlled by digital technologies. Communication facilities have been increased a lot as a result of the development of new technologies. It is possible for a person to communicate effectively with anybody in the world instantly with the help of modern communication technologies such as instant video chat, video calling, emails etc. Mobile phone technologies and global positioning technologies have improved a lot so that it is possible to locate a person instantly with the help of GPS tracking. Apart from mobile phone technologies, the development of modern technologies such as social networks, web 2.0 and e-methods have impacted businesses and organizations in one way or other. These technologies are used extensively in sales, marketing, advertising, recruitment etc by organizations. “Recruitment is the process of having the right person, in the right place, at the right time. It is crucial to organisational performance” (Recruitment: an overview, 2012). ...
Social networks and other modern internet related technologies have changed the entire concept of recruitment in many ways. This paper analyses the technology oriented recruitment process in general and the advantages and disadvantages of such recruitment methods specifically. Technology oriented recruitment process (Gogari, 2011) “The buzzword and the latest trends in recruitment is the “E-Recruitment”. Also known as “Online recruitment”, it is the use of technology or the web based tools to assist the recruitment process” (E-Recruitment, 2007). Social networks and web 2.0 are used extensively as the major tools in e-recruitment. The popularity of social networks in daily life is growing day by day. In fact nobody-even the founders of social networks- anticipated such a huge success to these networks when they introduced it in the internet world. It should be noted that even Google and Microsoft like big companies failed to anticipate the challenges raised by social networks like Facebook now. Facebook addiction is growing everywhere now and people started to use it for everything now. Organizations and business groups identified the potentials of social networks in doing business and they started to communicate with people in different ways using social networks. “On some of the sites such as Facebook, a person’s age, marital status, sex, sexual orientation, religion, and political affiliation are frequently available” (Dr. Dodaro, n. d). It is easy for the employers to go through the profiles of millions of profiles created in social networks to decide whether a candidate is suitable for their job requirements or not. If found suitable recruiters can contact job seekers instantly, with the help of the contact details provided
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From among the macro-environmental factors that impinge on an organization’s functions, particularly in terms of human resources management (HRM), technological breakthroughs and advancement has made unprecedented impact in the last few decades. Of the five functions of HRM: job organization and information, acquisition, maintenance, development, and research (Martires, 2004), the area of recruitment and screening under acquisition has been dramatically transformed adjusting and adapting to technological factors.
They are motivated to work, they have the courage to stand firm in failures and they have the power to bring in more talented and skilled people. In all the times, recruitment organizations have given immense importance to recruitment (Barney and Wright, 1997, pp.
According to modern principles of communication, more ideas are communicated nonverbally than verbally in a face to face communication process. New technologies are providing enough options for face to face communication in the virtual world so that people can interact in virtual world as effectively as in real world.
The organization serves it food products to almost 68 million global people. McDonalds operates its business practices by either franchisee model or by the corporation itself. It is one of the largest MNCs in global market place. Hamburgers, French fries, coffee, milk shakes, soft drinks, cheese burgers and desserts are popular product lines of McDonalds.
However, the strategies presented can still be improved by including some techniques which have been overlooked by the presenters.
In terms of recruitment, the techniques specified are commendable because these take advantage of the advancement of technology in terms of job seeking.
The selection and recruitment of the right candidate, who would eventually become a face of t he company in the external sphere of activities, is an uphill task. A number of parameters come into play due to the importance that each employee carries.
Nevertheless, the slow and inflexible workers who resist change management policies and practices are not demanded and inducted by business companies because they are viewed as incompetent in today’s challenging business arena.
The authority matrix in the company is competent enough to ensure a transparent recruitment process (Lee, 2012:18). The individuals that run this process include: HR Manager, HRBP, Recruitment Manager, Line
The paper will also outline an opinion as to which organization has the most effective selection elements.
According to its official website, The Drug Enforcement Administration (DEA) has improved its application process by enhancing