UTILIZATION OF TECHNOLOGY WITH RESPECT TO RECRUITMENT

RUNNING HEAD: UTILIZATION OF TECHNOLOGY WITH RESPECT TO RECRUITMENT
AND SELECTION 0
Utilization of
Technology with
Respect to
Recruitment and
Selection
STUDENT’S DETAILS-
2020

RUNNING HEAD: UTILIZATION OF TECHNOLOGY WITH RESPECT TO RECRUITMENT
AND SELECTION 1
Utilization of Technology with Respect to Recruitment
and Selection
There is huge role of technology in recruitment and selection which can be effectively used
for the attract and retain the talent within the workplace and automating the selection and
recruitment (Holland & Jeske, 2017). Here, the paper will discuss the use of technology in
the recruitment and selection and use of social media for the diversity management.
Diversity management is a broad term that leads to the facilitation of the well-diverse
workforce. Further, technology can play a wide a vital role in the diversity management in
which the use of various software related to the human resources can provide the knowledge
of the different diversity in the organization (Greer, et al., 2017). By taking the example of
my professional life, I made use of HR based software as a service (SaaS) which has
facilitated my organization to reduce the biases for the resumes through a pure skill-set
matching algorithm. Moreover, AI analytics are specifically be used for the recruitment of the
diverse workforce.
Further, there are certain issues when utilizing the social media and the technology for the
recruitment and selection. Undoubtedly, social media and technology can be used for the
recruitment and can lead to the selection of the effective hiring by maintaining the cost and
time efficiencies (Jeske & Shultz, 2016). But it has the issues privacy and have the
tendency of the inaccurate information that can lead to the wrong judgement of the candidate.
For example, when I was working into the organization, it has been making recruitment
through the social media platform called LinkedIn in which my company has recruited one
candidate on the basis of the details provided on the profile. Later, we realized that the profile
was fake and subsequently we wasted a lot of time there. Thus, the inaccuracy of the details
of the profile has been the issue for the recruitment and selection for my company.
Additionally, utilization of social media for the recruitment and selection can be
discriminatory and facilitates the organization to recruit the employees on the basis of the
particular class such as sex, age, religion and national origin (Miller-Merrell, 2011). It can
be discriminatory when the company wants some specific group of population into the
company. Also, the company specifically discriminates the people who do have the social
media accounts indirectly towards the people who are having social media accounts. For
example, when I was working into the organization, my organization wanted to hire the