source 7.4

Abstract

• Purpose: Explores new developments in employee recruitment and selection, focusing on technological advancements across the recruitment process stages.

• Stages of Recruitment:

  • Attraction: Use of online recruitment, especially social networking sites.

  • Screening: Cybervetting and applicant tracking systems (ATS) present both opportunities and threats.

  • Selection: Asynchronous interviews and gamification as new methods.

  • Onboarding: Discusses technological developments in onboarding and socialization.

• Conclusion: Presents suggestions for future research.

Introduction

• Recruitment, selection, and assessment remain fundamental areas in work/organizational psychology and human resource management.

• Traditional functions include attracting, assessing, selecting, and onboarding employees.

• Technology has significantly influenced recruitment and selection, requiring more research to keep up with practical advancements.

Impact of Technology on Recruitment and Selection

• Historical Context: Early studies in the 2000s (e.g., Karakanian, 2000; Bartram, 2000) focused on using internet tools for recruitment.

• Evolution: Two decades later, technology influences all stages of recruitment and selection, warranting increased research interest.

Technology in the Recruitment Process

Attraction Stage

• Definition of Attraction: Systems, processes, and strategies to maximize the applicant pool.

• Recruitment vs. Attraction: Recruitment is a broader concept including attraction, retention, and alignment with organizational objectives.

• Online Recruitment: Job boards and company career sites are critical for advertising job openings effectively.

  • Employer Branding: Enhances visibility and appeal through testimonials and improved web characteristics.

• Social Media: Has become the most significant tool for attracting candidates, although concerns have emerged regarding its efficacy.

Screening Stage

• Definition: Evaluating candidates' suitability through available information.

• Cybervetting: Employers use online tools to gather informal information about candidates, which can negatively impact candidate reactions.

• Applicant Tracking Systems (ATS): Facilitates resume storage and parsing, streamlining the screening process.

Selection Stage

• New Methods:

  • Asynchronous Interviews: Candidates respond to recorded questions online, allowing simultaneous review by multiple assessors.

  • Gamification: Incorporates game elements in assessment processes to enhance engagement and transparency.

• Research Findings: Early reactions to digital interviews may be negative, with concerns about privacy and personal interaction.

Applicant Reactions

• Definition: How job candidates perceive and respond to selection tools based on their application experience.

• Impact of Technology: Technology alters candidate experience, with negative perceptions stemming from lack of face-to-face interaction.

• Social Sharing: Candidates share experiences more freely, affecting employer branding through platforms like Glassdoor.

Onboarding Stage

• Importance: Onboarding techniques are vital for employee adjustment, facilitated through technology such as online training and e-mentoring.

• Future Potential: Combining HR metrics with computer science methods can bring recruitment and onboarding into the big data era.

Future Research Proposals

• Need for More Studies: Limited empirical studies on the effectiveness of technology in recruitment processes.

• Focus Areas:

  • Construct validity of digital selection procedures.

  • Understanding adverse impact and bias in selection processes.

  • Validity and impact of novel selection methods like digital interviews and gamification.

References

• A comprehensive collection of studies cited throughout the text detailing technological advancements in HR practices, highlighting ongoing research needs.