UTILIZATION OF TECHNOLOGY WITH RESPECT TO RECRUITMENT

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

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 female

RUNNING HEAD: UTILIZATION OF TECHNOLOGY WITH RESPECT TO RECRUITMENT AND SELECTION 2
receptionist for the company. That made the company’s recruitments discriminatory on the
basis of gender as the company was only looking for female candidates.
To conclude, it can be said that utilization of the social media for recruitment and selection
can be the effective approach to be used by the organization. Also, diversity management can
be availed through the software that facilitate the hiring of diverse workforce. The paper has
highlighted the major issues to be arising from the utilization of technology for recruitment
and selection and the discriminations in recruitment and selection process.

RUNNING HEAD: UTILIZATION OF TECHNOLOGY WITH RESPECT TO RECRUITMENT AND SELECTION 3
References
Greer, B., Luethge, D. & Robinson, G., 2017. Utilizing virtual technology as a tool to
enhance the workforce diversity learning. In: Discrimination and Diversity: Concepts,
Methodologies, Tools, and Applications. s.l.:IGI Global, pp. 822-843.
Holland, P. & Jeske, D., 2017. Changing role of social media at work: Implications for
recruitment and selection. Electronic HRM in the smart era, Volume 287.
Jeske, D. & Shultz, K., 2016. Using social media content for screening in recruitment and
selection: pros and cons. Work, employment and society, 30(3), pp. 535-546.
Miller-Merrell, J., 2011. Social Media Discrimination & Social Media Recruiting. [Online]
Available at: https://workology.com/the-era-of-corporate-social-media-discrimination/
[Accessed 28 January 2020].