Revolution of recruitment process
Introduction - Recruitment process
Recruitment is the process of identifying, attracting, interviewing, selecting, hiring, and onboarding employees. It is a key part of human resource management (HRM) and is supported by the hiring manager and others involved in the hiring process. The recruitment process begins with an analysis of organizational roles by the HR department, followed by determining the scope of employees needed. The recruitment process aims to provide the organization with a pool of qualified job candidates from which to choose. The process involves various techniques such as job postings, employee referrals, social media, and job fairs. The recruitment process is crucial for organizations to acquire and retain qualified and efficient employees to achieve their goals and objectives. In this article, we will look at the evolution of recruitment processes over the past, current practices and the challenges organizations face.
The evolution of the recruitment process in Human Resource Management (HRM)
The recruitment process in HRM has evolved over time. Traditionally, the first step was acknowledging a job opening and looking at the job description However, with the advent of digital technology, the recruitment process has become more innovative. The HR recruitment process now focuses on hiring candidates based on their ability to work and attitude, which is essential for achieving organizational goals. The recruitment process typically involves preparing, gathering details, screening, interviewing, and selecting candidates. Scoping out a job description is the first step in the hiring process.
|
Recruitment Process |
Historical
Recruitment |
Modern Recruitment |
|
Sourcing Candidates |
Reliant on personal referrals, newspaper
ads, and physical job postings. |
Utilizes online job boards, social media,
and digital advertising. |
|
Application Process |
Required physical submission of a resume and cover letter. |
Most applications are submitted online through an applicant
tracking system. |
|
Screening |
Resumes were manually reviewed, and
candidates were often screened in person. |
Resumes are still reviewed, but technology
now allows for automated screening and video interviews. |
|
Selection |
Decisions were often made based on a candidate's experience
and appearance. |
Selection is now data-driven, and skills assessments are
becoming more common. |
|
Communication |
Communication was often done in person, by
phone, or through the mail. |
Communication is now primarily done through
email, text messaging, and online chat. |
|
Diversity and Inclusion |
Was not typically a focus of recruitment efforts. |
Diversity and inclusion are now top priorities for many
organizations. |
What are the latest recruitment technologies used in HRM?
Recruitment technologies have evolved over time and are now an essential part of HRM. Some of the latest recruitment technologies used in HRM include job aggregators, gig apps, recruitment marketing software, and applicant tracking systems (ATS). In addition, virtual reality, blockchain, and chatbots are also emerging trends in recruiting technologies. These technologies help attract top talent for organizations and streamline the recruitment process. The role of HR technology in recruitment is crucial as it helps recruiters to find potential manpower to fill up vacant posts in the company. The recruitment process in HRM starts with identifying job vacancies in the organization, analyzing job requirements, reviewing job applications, screening and shortlisting desirable candidates, and ends with hiring the right candidate for the job.
What are the benefits of using an applicant tracking system (ATS) in recruitment?
20 Best ATS Software in India | 2023 Applicant Tracking Systems (softwaresuggest.com)
Using an applicant tracking system (ATS) in recruitment has several benefits. An ATS saves time for more focused work, provides better and faster resume parsing, and acts as a centralized database for all candidate information. It also allows improved communication among the recruiting team members and with others involved in the whole process. An ATS helps to reduce the time to hire by automating administrative tasks and improving recruitment and hiring compliance. It facilitates collaborative hiring by allowing multiple team members to access candidate information and provide feedback. Additionally, an ATS helps to improve the candidate experience by providing timely updates and feedback. Overall, an ATS streamlines the recruitment process, improves efficiency, and helps to hire the right candidate for the job.
How can an ATS help streamline communication between recruiters and candidates?
An applicant tracking system (ATS) can help streamline communication between recruiters and candidates in several ways. Firstly, an ATS can create automated messages and emails to keep candidates in the loop and provide consistent and timely communication at all stages of the hiring process. This signals that recruiters value and respect their candidates and improves the candidate experience. Secondly, an ATS allows recruiters to send messages easily, schedule emails in bulk, and assign tasks in an organized timeline. This helps to ensure that recruiters communicate with candidates more consistently and efficiently. Thirdly, an ATS can automate recruitment tasks, such as sending reminders and notifications, which saves time and money. This is especially important in a tight job market where great candidates are quickly snapped up. Overall, an ATS can help recruiters to communicate with candidates more effectively, improve the candidate experience, and streamline the recruitment process.
Can we use ATS to any types of organization for recruitment?
an applicant tracking system (ATS) can be used by any type of organization for recruitment, including international organizations, recruitment agencies, and companies of all sizes. An ATS is a flexible system that can be customized and configured according to the specific needs of the organization. It can help organizations to streamline their entire recruitment process, from job advertising to candidate interviews, and find top candidates faster. An ATS can also improve communication among the recruiting team members and with others involved in the whole process, allowing for better collaboration and more efficient hiring. Additionally, an ATS can automate recruitment tasks, such as sending reminders and notifications, which saves time and money. An ATS can also generate automated recruiting reports and help organizations make more data-informed decisions. Overall, an ATS is a valuable tool for any organization looking to improve their recruitment process, regardless of their size or industry.
While an applicant tracking system (ATS) has many benefits, there are also some pitfalls to consider. One of the main disadvantages of an ATS is that it is an automated system, which means that companies can miss out on good applicants if they do not use the right keywords. Another pitfall is that an ATS can have technical issues, which can be a major hindrance to the recruitment team and cause delays in the hiring process. Additionally, some ATS platforms may not be user-friendly, which can lead to frustration and inefficiency. Another potential pitfall is that an ATS may not be suitable for all types of recruitment, such as consultancies and short-term assignments, which fall under procurement rather than human resources. Finally, some ATS platforms may not be customizable or flexible enough to meet the specific needs of a company, which can limit their effectiveness. Overall, while an ATS can be a valuable tool for recruitment, it is important to consider the potential pitfalls and choose an ATS that is suitable for the company's specific needs.
Conclusion
O'Connor, S.W. (2020) 6 recruitment technology trends shaping talent acquisition, Northeastern University Graduate Programs. Available at: https://www.northeastern.edu/graduate/blog/recruitment-technology-trends/ (Accessed: April 16, 2023).
Applicant Tracking System: Top 10 benefits of using an ATS (no date) Freshworks. Available at: https://www.freshworks.com/hrms/benefits-of-ats/ (Accessed: April 16, 2023).
Why international organizations implement their recruitment system at HQ only? (no date) Jobs in United Nations, NGO, European Union. Available at: https://www.impactpool.org/employers/articles/why-international-organizations-implement-ats-at-hq-only (Accessed: April 16, 2023).
5 common pitfalls of Applicant Tracking Systems (no date) Fountain Blog. Available at: https://www.fountain.com/posts/5-common-pitfalls-of-applicant-tracking-systems (Accessed: April 16, 2023).
Your blog post provides an insightful overview of the changes that technology has brought to the recruitment process. You have done a great job of outlining the benefits of using technology in recruitment, such as increased efficiency, improved candidate experience, and reduced bias.
ReplyDeleteIt would be helpful to include some tips on how to address the challenges associated with using technology, such as developing data protection policies or providing training to employees. Hope to see some of those in your coming blogs!
Hi Prasadi,
ReplyDeleteAppreciating your valuable inputs. I will be incorporating the steps how to address challenges associated with technology in HR practices in next in line items to be spoken. Thank you for your interest.
Thank you for your insightful overview Jothi. If I summarize my understanding on evolution of HR in very short form, the evolution of HR involves shifting from a transactional, administrative role to a strategic, employee-focused role. This includes changes in HR practices, such as focusing on talent development, employee engagement, and creating a positive work culture. The evolution of HR also involves using technology to streamline HR processes, improving data analysis and decision-making, and having a more diverse and inclusive workforce.
ReplyDeleteHi Amal, I appreciate your insightful analysis on the development of HR practices. You have perfectly encapsulated the evolution of HR from a transactional job to a more strategic, employee-focused position that places a strong emphasis on employee engagement, talent development, and fostering a happy work environment. The use of technology and data analysis in enhancing HR procedures and decision-making is also well-mentioned. Additionally, in order for organizations to thrive in the current global economy, a focus on diversity and inclusion in the workforce is essential. In general, I value your thoughtful contribution to the conversation on the development of HR.
Deletetime, and the author has pointed out the significance of recruiting efficient employees to achieve organizational goals. The article is well supported by various references, and the author has highlighted the significance of new recruitment technologies such as job aggregators, gig apps, recruitment marketing software, and applicant tracking systems. According to Briscoe, Schuler and Tarique (2012), the recruitment process begins with an analysis of organizational roles by the HR department, followed by determining the scope of employees needed. Moreover, as noted by Marchington and Wilkinson (2020), the recruitment process aims to provide the organization with a pool of qualified job candidates from which to choose. The use of an applicant tracking system (ATS) in recruitment is a significant advancement in technology that saves time and streamlines the recruitment process (Lawler and Boudreau, 2015). In conclusion, this article is informative and provides insights into the latest recruitment technologies used in HRM, and the author has done a great job in highlighting the importance of recruiting qualified and efficient employees.
ReplyDeleteReferences:
Briscoe, D., Schuler, R. and Tarique, I. (2012). International Human Resource Management: Policies and Practices for Multinational Enterprises (4th edn). Abingdon: Routledge.
Lawler, E. and Boudreau, J. (2015) Global Trends in Human Resource Management, Palo-Alto: Stanford University Press.
Marchington, M. and Wilkinson, A. (2020). Human Resource Management at Work, (7th edn). London: CIPD.
Hi Hassan, I welcome you sharing further references for my article on the evolution of hiring practices. I sincerely appreciate your efforts and your willingness to share your expertise and insight. The additional sources will surely aid in my comprehension of the subject and assist me to give readers more thorough information. I want to thank you again for your support and insightful comments.
DeleteThis blog post provides a good overview of the evolution of the recruitment process and the latest recruitment technologies used in HRM, but it lacks a deeper analysis of the challenges and limitations of these technologies. While the benefits of using an applicant tracking system (ATS) are highlighted, the potential biases and errors that may arise from using such systems are not addressed. Additionally, the blog post does not explore the ethical implications of using emerging technologies such as virtual reality and blockchain in recruitment.
ReplyDeleteMy question for you Jothi, How can organisations ensure that the use of emerging technologies in recruitment, such as virtual reality and chatbots, do not perpetuate existing biases and discrimination in the hiring process?
Hi George, Thanks for your valuable feedback on my post. I believe that I have addressed your concerns to some extent in the post itself and I will make sure to improve incorporating such insights to explore more on my next posts. Further, please follow my respond to your question. Although there are many advantages to using new technology in recruitment, it is crucial to make sure that they do not reinforce pre-existing biases and discrimination in the employment process. Before deploying new technology, organizations should undertake audits, train HR staff, set objective criteria for candidate evaluation, and monitor and review data to spot any potential biases. By keeping an eye on the data, creating objective criteria, educating HR employees, conducting audits, and testing the technologies, these procedures can assist to eradicate prejudice and discrimination in the hiring process. In general, businesses should exercise prudence when using new technology for hiring and make sure they do it in a just and moral way.
ReplyDeleteHi Jothi, Good write-up on Revolution in Recruitment.
ReplyDeleteTalent acquisition and recruitment are essential functions of any organisation, be it big or small. Job postings earlier were done mostly on print media. Hoardings, newspapers, magazines, etc. were used for listing job openings. Also, the reach of these openings was very limited. But now all the job openings are on a global level.
However, with technologies, the whole recruitment and selection process is streamlined nowadays to a whole new level. Recruitment Service Providers (RPOs) are implementing technologies such as Artificial Intelligence (AI) and Machine Learning (ML) for self-scheduling interviews and other processes. The right RPO solution can optimise your recruiting process, help reduce costs and enhance your overall business strategy, making the process of applying for a job till onboarding simple. (Pasona, 2023)
I agree that talent acquisition and recruitment are critical aspects of any firm, and that technology has transformed the recruitment process by making it more effective and streamlined.
DeleteI appreciate your insight into how Recruitment Service Providers (RPOs) employ technology like Artificial Intelligence (AI) and Machine Learning (ML) for self-scheduling interviews and other processes. These technologies can aid in the optimization of the recruiting process, the reduction of costs, and the enhancement of overall business strategy.
However, while technology can surely improve the efficiency and efficacy of recruitment, it cannot completely replace the human part of the process.
Building rapport with prospects, determining cultural fit, and making hiring decisions based on soft skills and emotional intelligence are all key components of successful talent acquisition.
In conclusion, technology can absolutely improve the recruitment process, but it should be utilized with, not in place of, human contact and judgment.
Jothi, thank you for your thorough overview. To put my view of HR evolution in a nutshell, HR evolution entails transitioning from a transactional, administrative position to a strategic, employee-focused role. Changes in HR practices, such as concentrating on talent development, employee engagement, and building a healthy work culture, are included. Human resource evolution also includes the use of technology to expedite HR operations, improve data analysis and decision-making, and have a staff that is more multicultural and inclusive.
ReplyDeleteThank you for sharing your thoughts on the advancement of HR practices. I absolutely agree with your assessment that HR has evolved from a transactional, administrative position to a strategic, employee-focused one. As you mentioned, HR practices have evolved toward talent development, employee engagement, and creating a positive work culture.
DeleteFurthermore, technology has played an important part in HR advancement, assisting in the speeding up of processes, improving data analysis, and facilitating decision-making. The emphasis on multiculturalism and inclusion is also an important component of current HR practices, as businesses recognize the benefits of a diverse workforce.
I agree that there has been a substantial impact on HRM from the evolution of recruitment practices. The use of technology has improved recruitment efficiency, and the availability of a larger pool of applicants has made it possible for businesses to locate the best people for their requirements. But it's crucial to watch out that the use of technology doesn't reinforce prejudice and discrimination in the hiring process. It will be vital as we advance to strike a balance between innovation and advancement and moral and inclusive hiring practices.
ReplyDeleteThank you for your insight into the impact of changing recruitment tactics on HRM. I like your perspective on the favorable effects of technology on recruitment efficiency and the availability of a broader pool of candidates.
DeleteI believe that we must be wary of technology's ability to promote prejudice and discrimination in the recruiting process. It's critical to achieve a balance between creativity and ethical and inclusive employment procedures.
We have a responsibility as HR professionals to ensure that our recruitment methods are fair and unbiased, and that we prioritize diversity and inclusion. We can create more diverse and inclusive workplaces that benefit everyone by embracing the benefits of technology while keeping attentive about its potential drawbacks.
Jothi you have elaborated vey well on the topic. When examining some of the changes to 21st century recruiting trends, it’s a relatively uneventful timeline until the second decade, which saw shrinking talent pools due to data-handling regulations implemented by the EU’s GDPR. In fact, one of the only notable changes to take place in the early 2000s was a shift from fax to email as a means for recruiters to receive an applicant’s resume.
ReplyDeleteThank you for sharing your opinion on the changes in 21st century hiring trends. While it is true that the early 2000s were rather quiet in terms of substantial changes in recruitment methods, I would argue that the transition from fax to email as a mechanism for recruiters to get an applicant's résumé was nonetheless a significant advance. This change not only made the application process more quick and convenient for job seekers, but it also helped recruiters to handle and organize resumes more effectively. However, I agree with you that the most major change in recruiting patterns in recent years has been the influence of data-handling legislation such as the EU's GDPR, which has made accessing and processing candidate data more difficult for recruiters. As a result, recruiters have had to devise new strategies for attracting and engaging applicants while adhering to these restrictions.
DeleteThis is a good article to get an understaning of the changing trends in recruitment.
ReplyDeleteThank you for your good feedback on my blog post regarding the recruitment process revolution. I'm glad you found the essay educational and useful in understanding the changing trends in recruitment.
DeleteYour input is really appreciated, and it inspires me to continue producing content that is informative and beneficial to my readers.
The article presents an overview of the evolution of the recruitment process in human resource management (HRM) from the traditional method to modern recruitment. The modern recruitment process relies on online job boards, social media, and digital advertising, and an applicant tracking system (ATS) is used to streamline the recruitment process. The article also highlights the latest recruitment technologies used in HRM, such as gig apps, recruitment marketing software, and virtual reality. We can learn so many things by reading this article. Interesting article.
ReplyDeleteThank you for taking the time to read my article on the evolution of the recruitment process in human resource management (HRM) and for sharing your thoughts on it. I appreciate your positive feedback and am glad to hear that you found the article interesting
DeleteOnline job boards, social media, and digital advertising are actively used in modern recruitment procedures, and an application tracking system (ATS) can be an efficient tool for simplifying recruitment. However, dependence on technology can have negative consequences, such as algorithms reinforcing biases and discrimination against particular categories of individuals. Furthermore, recruitment marketing software and virtual reality may necessitate a substantial investment and may not be available to many firms. Overall, the growth of the recruiting process in HRM has resulted in many beneficial improvements and advancements; nevertheless, businesses must be cautious of the possible negative effects of technology and aim for justice and inclusivity in their recruitment procedures.
Additional References:
"The Future of Recruiting Technology" by Josh Bersin (2019)
"Using Technology to Enhance the Recruiting Process" by SHRM (2020)
"Machine Learning and AI in Recruitment: The Future of Talent Acquisition" by Harver (2021)
Very interesting article. The interesting way you described the evolution of the recruitment process is very insightful. The use of technology has made recruiting more efficient, and the presence of a larger pool of candidates has enabled companies to find employees who best meet their needs. At the same time, however, I believe that AI has potential disadvantages such as "dehumanizing the workforce" and reducing human resources in employment. However, when HR approaches AI with people in mind, encourages participation and strives to improve procedures, the advantages outweigh the disadvantages.
ReplyDeleteI completely agree with you that the use of technology in recruitment has improved efficiency and allowed companies to access a larger pool of candidates. However, there are potential disadvantages such as dehumanization of the workforce and reducing the role of human resources in employment.
ReplyDeleteHowever, I believe that when AI is approached with people in mind, and when HR professionals work to improve procedures and encourage involvement, the benefits of AI in recruitment can outweigh the drawbacks. For example, AI can aid in the reduction of unconscious bias in the hiring process as well as the increase of diversity and inclusion inside enterprises.
Overall, I believe it is critical to approach the use of AI in recruiting intelligently and strategically, with the goal of increasing the process's efficiency and fairness. Thank you for your intelligent opinion and contribution to the debate on this critical topic.