Recruitment and Selection in an Internet Context PDF

RECRUITMENT AND SELECTION IN AN INTERNET CONTEXT HRMIS – Week 10 HRM Information System (TM-352) COURSE OUTLINE Post-mid 9. Talent Management and HR planning 10. Recruitment and selection in an Internet context 11. Training and Development 12. Rewarding employees 13. HR metr...

RECRUITMENT AND SELECTION IN AN INTERNET CONTEXT HRMIS – Week 10 HRM Information System (TM-352) COURSE OUTLINE Post-mid 9. Talent Management and HR planning 10. Recruitment and selection in an Internet context 11. Training and Development 12. Rewarding employees 13. HR metrics and workforce analytics 14. HRIS privacy and security 15. HR in the digital world 16. The future of HRIS, International HRM and Social Media RECRUITMENT AND TECHNOLOGY The goal of the recruitment function is to identify, attract, and hire the most qualified people Growing competition for talent in the labor market Companies are increasingly being required to expand their search for applicants beyond local and domestic borders to find qualified talent. As a result, they have begun using different technologies as a means of attracting job applicants These technologies include: Internet (e.g., company websites, job boards), social media (e.g., LinkedIn, Facebook), mobile recruitment, and artificial intelligence. 3 ONLINE RECRUITMENT Online recruitment is the use of technologies, such as websites and social media, to: Find and attract potential job applicants Keep them interested in the organization during the selection processes Influence their job choice decisions Besides utilizing the Web as a way of attracting candidates, they are also using Web-based tools (e.g., applicant tracking systems) to support the recruiting process. Although there are certainly a number of benefits associated with using online recruitment, there are also several issues that need to be considered before organizations adopt this strategy. 4 IMPACT OF ONLINE RECRUITMENT ON RECRUITMENT OBJECTIVES Objectives for the recruitment process include: a. Cost b. Speed of filling job vacancies c. Psychological contract fulfillment d. Satisfaction and retention rates e. Quality and quantity of applicants f. Diversity of applicants. Lets explore these in detail. 5 COST OF FILLING THE JOB OPENING Minimize the cost of filling job openings Examine the specifics of their recruitment process and not just assume that online recruitment will save money Too often, organizations do not map out existing recruitment processes fully, do not identify important bottlenecks in the recruitment process, and do not assess how these may align with the technology’s capabilities or the ROI of the investment. Use an applicant tracking system (ATS), automate the screening of individuals before an application, automated emails from pre-loaded templates can facilitate communication 6 SPEED OF FILLING JOB VACANCIES Online recruitment is about 70% faster than traditional hiring methods Provides the opportunity to speed up the hiring cycle at every stage from posting to receiving resumes/applications to onboarding Increases the efficiency of the process by allowing organizations to spend less time gathering and sorting data from applicants Does this speediness enable organizations to hire the most qualified employees? Do these hires remain with the organizations? What is the diversity of these new hires? 7 PSYCHOLOGICAL CONTRACT FULFILLMENT, SATISFACTION & RETENTION The psychological contract refers to the employees’ beliefs about the reciprocal obligations and promises between them and their organizations When employees believe that their psychological contracts with the organization have been breached, they are more dissatisfied and more likely to leave the organization. The information gathered and disseminated during the recruitment process shapes the expectations that lead to psychological contract fulfilment, which directly affects employee satisfaction and retention rates 8 QUANTITY Available 24x7 Allows job seekers to fill out an online application or upload a resume for various positions in a matter of seconds Allows to view and find various job openings through company websites, job boards, and social media; May encourage applicants to apply for jobs without assessing their own qualifications for each job, which can result in a large number of applicants for every job opening Keyword search 9 QUALITY AND DIVERSITY Important goals: to generate highly qualified applicants with diverse backgrounds The quality and diversity of the applicant pool are affected by the characteristics of those who take advantage of online recruitment. Some research indicates that online recruitment systems place artificial limits on the applicant pool. There are ethnic differences in the use of online recruiting. Some potential contributing factors to these figures may include lack of access to computers, lack of computer skills, and poverty Research has also shown there are age differences in online recruitment. The use of online job searches increases with education, income, and proximity to more urban/suburban locations. 10 TERMS Passive job seeker: Currently employed individual who is not actively seeking employment but could be enticed if a particular opportunity came their way. Company’s employment brand: Often based on the organization’s well-known values or distinctive image and culture. Realistic culture preview: Provides information about the company philosophy, value systems, history, diversity, salary structure, and benefits. Realistic job preview: Shows applicants the positive and negative attributes of a job they are applying for to see if this job is truly what they desire or thought it was 11 ATTRIBUTES OF THE RECRUITING WEBSITE Navigability: The overall ease with which a user can browse through multiple Web pages to locate topics of interest. Content information: The degree to which the website hosts relevant information that the user deems valuable and informative in nature The media richness: Hosting relevant content information is beneficial to applicants to reduce user uncertainty and anxiety Customizable Information: The more customizable information an organization provides on its Web page, the more likely an applicant will engage in appropriate self selection behavior (to apply or not apply for a job within the organization). Aesthetic features: The overall stylistic or innovative aspects of a website, to engage user interest and attention. Usability: User friendly, the extent to which the website is usable or not, by integrating the above attributes 12 NEW TRENDS AND TECHNOLOGIES IN ONLINE RECRUITMENT Social networking websites Mobile recruitment Artificial Intelligence and Machine Learning Chatbots Online recruitment -> HRIS 13 ONLINE RECRUITMENT GUIDELINES More suitable for well-known firms with excellent employer brand To be used as one of the many sources of recruitment More suitable when large number of candidates are required for high-level jobs requiring high levels of education Be aware of the limitations, such as the limited ability to attract highly qualified candidates and minority candidates. It may, in fact, attract job hoppers. The websites should be easy to use and navigate and designed to attract, not screen, candidates. Online screening systems should be based on job analyses 14 ONLINE RECRUITMENT GUIDELINES (CONT’D) E-recruiting systems should provide realistic previews of jobs and of the firm. Effectiveness should be regularly reviewed and continuously improved based on feedback from job applicants. Online recruiting should be culturally sensitive and suit people from diverse backgrounds, including those with low education levels and low computer self efficacy. Online recruiting must incorporate privacy protection policies, including those limiting the collection of information to only employment-specific data and those restricting access to and distribution of such data. 15 SELECTION AND TECHNOLOGY The process of choosing individuals who have relevant qualifications to fill existing or projected job openings and “match” the needs of the company, as well as those of the individual. This means a match on both KSAs and company culture. 16 IMPORTANCE OF ASSESSMENTS All organizations use assessments. Organizational leaders know that employees’ abilities, skills, and personal attributes are critical for success. The range of assessments and methods of administering them with technology is already broad and will only grow. The value of selection is quantifiable. Some selection systems work better than others. Effective assessments must be valid, provide information that is clearly related to their intended use, and the information must be related to the job’s requirements. Unfortunately, some commercially available assessments are poorly designed and researched, and their creators may make unjustifiable claims about their effectiveness. Employee selection is regulated by antidiscrimination laws. 17 TECHNOLOGY IN ASSESSMENTS The most common use of technology for selection systems is the use of software or Internet-based services (digital services) to administer and score tests Personality tests Ability tests Speeded tests Power tests Work simulation 18  A FEW SAMPLE SCREENS FOR UNDERSTANDING 1 9 20 21 22 23 24  REFERENCES Human Resource Information Systems 5th Edition, Chapter 9 2 5