Impact of Technology on Recruitment Process and Solutions

This article discusses the impact of technology on the recruitment process and commercially available technologies that provide a solution during the process. It also examines the three stages of recruitment and how technology is impacting each of the three steps.

Running head: RECRUITMENT PROCESS
Recruitment process
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Part two: Essay questions
a. Examine the three stages of recruitment, including specific references to how
technology is impacting each of the three steps.
Recruitment refers to the process in which a company or an organization searches and
hires the best and highly qualified applicant for a job advertisement according to Born, Hiemstra
& Oostrom, (2018). However, the recruitment process goes through a certain circle which
comprises of attracting and generating interest, maintaining applicant interest and lastly post
offer closure. Consequently, Dipboye, (2017) says that, technology plays a crucial role in each of
these processes for the recruiting team to achieve the best of their objective. In this part of the
assignment, it will elaborate on the three stages of the recruitment process and also talk about
how technology plays a crucial role in each step of the selection process.
Step 1: Attracting and generating interest
In this step of the recruitment process, the members of the human resource department of
the given organization which may comprise of the hiring manager, human resource manager, and
other management team sit down to define what would be the roles and responsibilities of the
employee in case the person assumes the duty. Ekwoaba, Ikeije & Ufoma, (2015) argues that, the
stage is like the job description stage which requires a systematic approach. When the human
resource management team sit down to discuss, the first they come up with is the general job
description which will include the title of the job, responsibilities of the person, reason for the
position and the minimum requirements that the individual should meet to qualify for the
position. Consequently, it is also necessary to evaluate the responsibilities the team has outlined
to ensure that there is no conflict of interest with any other job or a department in the company.

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After that, the recruiting team comes up with the range of the salary that the person would earn.
The earnings should depend on the experience and the roles and the responsibility that the
company has given to the individual.
How technology impacts the above stage
Technology as a resource that make work easier and provide the best outcome assist
during job analysis in various ways. The first thing is that the company can use software to
perform sentiment analysis regarding the job description. During this process, the software will
point out the biased language after which it proposes on the alternative in reference to Wilson,
Rooshenas, Paramasivan, Elliott, Jepson, Strong & Lewis, (2018). The result of the o description
will be more appealing; more candidates would apply and thus bringing the diversity of the
candidates.
Step 2: Maintaining applicant interest
In this stage, the company let people know that there is a vacancy and they need an
individual to fill the position. However, before making an advertisement, the organization have
to identify where can get the qualified people who can do the job according to Swider,
Zimmerman & Barrick, (2015). The company can achieve it through various. One of the main
ways is using the media to tell people about the situation. After advertisement people will apply.
How technology assists in this process.
For the company to advertise and shortlist candidates, technology plays an essential role.
The first thing is that technology provides the company with various platforms to reach as many
people as possible within a short time. Secondly, the technology allows interested people to
apply online that means the organization will save on the cost of printed papers according to

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Koch, Gerber & de Klerk, (2018). Thirdly, the software can compare different types of resumes
and recommend to the company the most suitable candidates for shortlisting. An example of the
software is the talent discovery recruiting software.
Step 3: post offer closure
It is the last step of the recruiting process. It involves going through the resumes of the
shortlisted candidates and carrying interviews to identify the best candidate. The human resource
department in any organization do a lot of work in this stage. However, the availability of
technology makes work more comfortable and faster than expected.
How technology assist in this stage
Various recruiting software exist to improve this stage. A company can automate the
interview process which means that the interview can take place at any time. For example, there
exist chatbots that are capable of getting questions from candidates and giving appropriate
answers according to El Ouirdi, El Ouirdi, Segers & Pais, (2016). It makes it easier for the
company and the candidates to know each other without physically visiting the company.
b. Technology solutions
Various technologies assist in different stages of recruitment. Each of the technology
provides a different answer from the other. In this part of the assignment, it will identify
commercially available technologies that provide a solution during the process.
a. Social media
It is a technology used during advertisement and getting the best profiles. There are social
media platforms that the company need to pay for them to get their advertisement on those

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platforms. For example, radio stations, televisions and commercially available websites.
However, platforms such as Linkin, Facebook, and social other applications are for free provided
the organization have registered and have their account running on those sites.
i. Unique points of difference that social media service providers claim to have a solution.
Gupta & Baksi, (2018) says that the advertisement service providers claim to help in the
recruitment process in various ways. The first service is that the platforms such as television
centers claim to make the vacancy known to many people. In many cases after the company has
done the job description process, they give the job specification to a television or newspaper
writers according to Doverspike, Flores & VanderLeest, (2019). The company will advertise the
job to as many people as people as possible both on their website and during the news
presentation. Apart from that, another assistance social media claim to have is to get the most
suitable candidate who has all the skills and experience.
ii. How the services create efficiency during the process of recruitment
The main functions that social media claim to provide are telling as many people as possible
about the opportunity and trying to assist the company in getting the most qualified person.
These services create efficiency in that the company has a higher probability of getting the most
qualified person to take the responsibilities according to Loskutova, Smail, Ajayi, Pace & Fox,
(2017).
iii. Marketing claims and how the services are unique to the providers
When it comes to social media platforms such as television, the advertising role is unique
to it in that it enjoys mass followers which the company may not be having. For instance, the
number of people who are aware that the organization exists as compared to the television

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station, they are less in number. When the company is advertising the job pass through social
media, the ass followers will not only be aware of the position but also the company and what it
may offer in some circumstances.
b. Chatbots
A chatbot is another technology that is essential during the recruitment process. The
technology is mainly used during the interview process.
i. Unique points of difference that chatbot providers claim to have a solution.
Chatbots services ensure that the candidate does not take their time traveling to the
recruitment center for the interview, however, both the interviewer and the interviewee can ask
and answer questions in a digital manner. They sit in their comfortable places and provide an
answer to the question any one of them may raise.
ii. How the services create efficiency and benefits across the various stage of recruitment.
The efficiency that comes with the implementation of the chatbots during the recruiting
process is that the company can automatically record the interviews and use them for further
consideration and making the best decision. The second issue is that during the recruitment
process, the interview can be any time of the day and not specified time like the real interview
according to Holm & Haahr, (2019). Apart from that, chatbots relieve the company the burden of
congestion that comes in when the interviewee has to go to the company physically. Many
activities of the company always come to a standstill and chatbot is the resolution to everything.
iii. The basis of marketing claims, how the services are unique to the provider.

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The services are unique to the provider in that it has reduced the cost of the recruiting
process and the challenges the company may encounter to accommodate all the interviewees.
c. Job description analysis software
It is another type of technology that employers use to analyze the roles and
responsibilities of a position before advertising the job.
i. The solution description analysis software brings to a company
In many cases, if a company does not analyze the roles and responsibilities of specific
position before advertisement, they end up conflicting an individual with a department because
of the conflicting roles. However, the job description software makes it easy because the
company can outline the tasks without any conflict.
ii. How the service create efficiency
After the job description, the company can get the salary that the person should earn
considering the roles and responsibilities from the software in references to Humburg & Van der
Velden, (2015). Apart from that, the functions and the duties that the software recommends
guides the company on what qualifications an individual should have before applying for the
position together with the experience that the organization requires.
iii. The primary marketing claims, how services are unique to the provider.
The job description is unique to the provider in that it can analyze the role the individual
will be undertaking and giving the opportunity for the employer to check if there is an alternative
way of solving the issue or another person is already working on the roles that they may want to
give out again.

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References
Born, M. P., Hiemstra, A. M., & Oostrom, J. K. (2018). Applicants’ Role as (Pro-) Active
Agents in the Recruitment and Selection Process.
Dipboye, R. L. (2017). The selection/recruitment interview: Core processes and contexts. The
Blackwell handbook of personnel selection, 119-142.
Doverspike, D., Flores, C., & VanderLeest, J. (2019). Lifespan Perspectives on Personnel
Selection and Recruitment. In Work Across the Lifespan (pp. 343-368). Academic Press.
Ekwoaba, J. O., Ikeije, U. U., & Ufoma, N. (2015). The Impact of Recruitment and Selection
Criteria on Organizational Performance.
El Ouirdi, M., El Ouirdi, A., Segers, J., & Pais, I. (2016). Technology adoption in employee
recruitment: The case of social media in Central and Eastern Europe. Computers in
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Gupta, A., & Baksi, A. K. (2018). Impact of Technology on Recruitment Process and Its Impact
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Holm, A. B., & Haahr, L. (2019). 11 e-Recruitment and selection. e-HRM: Digital Approaches,
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Humburg, M., & Van der Velden, R. (2015). Skills and the graduate recruitment process:
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Koch, T., Gerber, C., & de Klerk, J. J. (2018). The impact of social media on recruitment: Are
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