Analysis of New Technologies Impact on Recruitment Process [Report]

This report delves into the transformative impact of new technologies on the employee recruitment process. It begins with an executive summary highlighting the importance of a qualified workforce in today's competitive business environment. The introduction sets the stage by emphasizing the role of human resources and the significance of effective recruitment. The literature review explores the shift from traditional methods to technology-driven approaches like internet recruitment, video conferencing, and automated telephone interviewing. The research methodology section outlines the use of descriptive and secondary research methods, including a literature review to gather information. The report then provides recommendations based on the findings, emphasizing the benefits and challenges of technological advancements, such as increased efficiency, cost reduction, and access to diverse candidate pools. The conclusion summarizes the advantages and disadvantages of using technology in recruitment, highlighting the importance of these technologies while acknowledging their limitations. An annotated bibliography provides a list of sources that support the research and findings.

New Technologies
[DATE]
[Company name]
[Company address]

New Technologies – How new technological interventions affected the recruitment process 1
Contents
Executive summary.....................................................................................................................1
Introduction..................................................................................................................................2
Literature review..........................................................................................................................2
Research methodology.................................................................................................................3
Recommendations &...................................................................................................................4
Conclusion...................................................................................................................................4
Annotated Bibliography...............................................................................................................5

New Technologies – How new technological interventions affected the recruitment process 2
Executive summary
In the new era of advancement and development, the requirement of the qualified and diversified
workforce remains a key factor in the organizational goal. It is the general opinion that human
resources are considered as the assets of an organization. The process of recruitment and
selection play an important role in the enhancing the organization in terms of success and
survival of organization which will enhance the competitive business environment.
This research paper highlights on the impact of latest technology in the process of recruitment of
employees.in the different paper aspects of the use of new technology will be discussed ad
examined which will include video conferencing, internet-based recruitment, automated
telephone interviewing, etc. This paper also attempts in providing an overview of the advantages
and challenges that are arising in the recruitment process due to the advancement of technology.
This study also focuses on the use of latest technology in an organization in respect with
increasing competitiveness and potential.

New Technologies – How new technological interventions affected the recruitment process 3
Introduction
In this present research paper, we are discussing on the impact of technological interventions in
the recruitment process. In this new era of technology and diversification qualified workforce is
always a key factor in the organizational setting. (Jex,2014) It is the human resources who plays
an important role in an organization which will provide a competitive edge to the business. The
process of recruitment plays an important role in enhancing the success and productivity of an
organization. (Lievens,2014)
This paper helps us in exploring the impact of latest technology in the process of recruitment of
employees. In this paper we are using the different aspects of using of new technology which
will include internet recruitment, through social networking sites, video conferencing
recruitment, computer-based testing and automated telephone interviewing.
(Martinez ,2014)This will include an overview of the advantages and challenges that are arising
with the use of technology in the complete recruitment process.
Literature review
In the face of the new era of organizational structure, the retention of the qualified workforce
remains a key factor for an organization. (Bauer et al,2014).The success of an organization is
basically dependent on the process of recruitment of employees in a competitive business
environment. (Knights, 2016).traditionally the recruitment is based on the low tech methods such

New Technologies – How new technological interventions affected the recruitment process 4
as newspapers and employee referrals, in attracting the qualified candidates by providing them
local center jobs.( Lievens,2014). This has however changed over the last decades as the result of
advancement in technology. (Chapman,2013) Technological advancement includes internet-
based recruitment, computer-based testing, interactive voice response and video-based
interviews are the common information technologies are now increasingly used in the
recruitment and selection of candidates. .( Organizational Web Appeal. Computers in Human
Behavior)
In this paper, we examine the impact of advancement of technology in the process of recruitment
of employees. The following sections will explore on the technological advances, that how they
show the impact on the recruitment process like the internet based recruitment which plays a
significant role in making use of internet technology like World Wide Web as the platform for
testing the potential candidates. (Jex,2014) the use of interactive voice response also referred as
automated telephone interview is among the new ways of recruiting and selecting new hiring
(Knights,2016). The use of teleconferencing and video conferencing also involves setting up of a
conference call between the selection committee and the potential candidates. (Maier,2013)
Research methodology
The research study will be carried out by using the descriptive research.it is because the
descriptive research is quite easy to conduct and will help in giving the significant answers with
respect to the research topic on which the research study will be conducted. In order to find the
answer to the research problem the research study that will be conducted over here is based on

New Technologies – How new technological interventions affected the recruitment process 5
the secondary research study that will provide significant output towards the research objective.
The secondary research also helps in conducting and evaluating findings of past studies on the
same topic. In order to collect past responses, the literature review method has been utilized. The
literature review study of research topic can give a significant understanding about the aim of
research and past findings of the researcher on the same topic
Recommendations & Findings
The research paper is based on the impact of latest technology in the recruitment process and the
benefits and challenges that are faced by using the technological advancement. By the review of
secondary sources on the basis of literature review, we got to know the findings that the internet-
based recruitment will increase the potential and efficiency of the organizations in terms of
working in different geographical locations. (Harris, 2014)The use of IVR will help the applicant
in initiating the interview by the simple call which is the cost effective method. The
recommendation that we will give to the organization on the basis of this study is that the
organization has to focus on the use of latest technologies like IVR, internet-based recruitment,
etc. by the adoption of new software that will enable the recruitment process more effective in
terms of technological advancement.
Conclusion
We have identified a number of benefits of using technology in the process of recruitment of
employees, which includes increased efficiency in terms of administration, greater flexibility,
reduction in biases, access to the diverse geographical pool of potential candidates and cost
reduction. However, some challenges are also arising with the use of technological
advancement. For e.g., the exercise may be time-consuming. Other drawbacks include poor
results due to inadequate software’s and difficulties in selecting the best candidate among others.

New Technologies – How new technological interventions affected the recruitment process 6
Technological advancements like World Wide Web play an important role in the process of
recruitment. However theses should not be considered as the ideal sources of finding the ideal
candidate, but in spite of that technology have the drastic impact on the recruitment process.
Annotated Bibliography
Bauer, et al., 2014. "Applicant reactions to different selection technology: face-to-face,
interactive voice response and computer-assisted telephone screening interviews," International
Journal of selection and assessment, Portland State University: Blackwell publishing ltd.

New Technologies – How new technological interventions affected the recruitment process 7
This journal helps in studying the factors that will help the organization in retention of
employees in the organizational context.
Knights, D., & Willmott, H. (Eds.). (2016). Labour process theory. Springer.
This article focuses on the process debate that how technology helps in redesigning the jobs ,
helps in providing the position to women and the foundation that is laid by the labor process
theory given by Marx has an impact on the organization structure in reference to technology.
Maier, C., Laumer, S., Eckhardt, A., & Weitzel, T. (2013). Analyzing the impact of HRIS
implementations on HR personnel’s job satisfaction and turnover intention. The Journal of
Strategic Information Systems, 22(3), 193-207.
This article helps in studying the impact of the indirect effect of attitudes towards the HRIS on
turnover . It also helps in introducing the HRIS , in which each employee works in relevance to
the system evaluation on technology.
Jex, S. M., & Britt, T. W. (2014). Organizational psychology: A scientist-practitioner approach.
John Wiley & Sons.
This book helps in studying the impact of technology on the working environment in terms of Hr
and how the impact of technology results in the behavior of formal organizations in respect to
computer and telecommunication technology.
Lievens, F., K. Van Dam and N. Anderson, 2014. “Recent Trends and Challenges in Personnel
This article helps in studying the role of technology in the recruitment process by making the
review of the low tech traditional methods ,like newspapers, employee referrals in attracting
employees to the impact of latest technology like networking sites in the process of recruitment.

New Technologies – How new technological interventions affected the recruitment process 8
Martinez, O., Wu, E., Shultz, A. Z., Capote, J., Rios, J. L., Sandfort, T., ... & Moya, E. (2014).
Still a hard-to-reach population? Using social media to recruit Latino gay couples for an HIV
intervention adaptation study. Journal of Medical Internet Research, 16(4).
This article discussed bout the importance and understanding of the use of technologies that
make the organization more effective. In order to maintain the ethical standards at the high value
this article through light on the impact of social media in the recruitment process.
Harris, M., and K. Dewar, 2000. Understanding and using web-based recruiting and screening
tools: key criteria, current trends, and future directions. Workshop presented at annual meeting
of the society for industrial and organizational psychology, San Diego, CA.
This article helps in understanding and using the web based recruitment process by the study of
current trends and factors in relation to industrial and organizational psychology.
Neil, A., 2013. "Applicant and recruiter reactions to new technology in selection: a critical
review and agenda for future research," International journal of selection and assessment, Vol.
11 (2)
This article helps in understanding the reaction of recruiter and applicant in terms of use of
technology in the recruitment process, by reviewing and analyzing the agenda of future research
in terms of recruitment and selection.
Chapman, D.S., & J. Webster, 2013. "The use of technologies in recruiting, screening and
selection processes for job candidates," International journal of selection and assessment, Vol.11
(2), pp. 113-120

New Technologies – How new technological interventions affected the recruitment process 9
This article helps the researcher in the use of new technologies and their impact on the
recruitment, screening and selection process of the candidates who applied for job.it also details
about the use of latest computer-based technology in the recruitment process, its benefits and
results.
Lievens, F., & M.M. Harris, 2013. "Research on Internet Recruiting and Testing: Current Status
and Future Directions." In: C.L. Cooper & I.T. Robertson (Eds.) International Review of
Industrial and Organizational Psychology, Chicester: John Wiley & Sons, Ltd. vol. 16., pp. 131-
165.
This research paper is based on the research that is conducted on the employees in terms of
recruitment which helps in providing analysis in terms of employees , that what is the impact of
new recruitment based on latest technology on the former employees in an organization.
Kay, A. S., 2000. “Recruiters embrace the Internet.” InformationWeek: pp.72-80.
This article is based on the research that how the recruiters create interest in the applicants by
using latest technological advancements in the selection of the candidate, and also helps in
studying the long-term impact of technology on applicants.
Organizational Web Appeal. Computers in Human Behavior, 24 (5), 2384-2398.
This article is web-based, and it helps in the research study by providing the role of computers in
the hiring of employees in the workplace in reference to the digital organization structure.
Van Hoye, G. and F. Lievens, 2017. “Investigating Web-Based Recruitment Sources: Employee
This article also helps the researcher in studying the recruitment resources that are available on
the web for attracting the potential candidate and how to retain in future.

New Technologies – How new technological interventions affected the recruitment process 10
Tourangeau, R., D.M. Steiger & D.Wilson, 2002. "Self-administered questions by telephone:
evaluating interactive voice response," public opinion quarterly, 6, pp.265-278
This article reviews the research that is based on the analysis of the respondents on which the
study has been conducted in evaluating the use of the telephone in the recruitment process which
will focus on the concept of telephonic interview.
Gilliland, S.W, 2014. "The perceived fairness of selection systems: an organizational justice
perspective," Academy of management review, 18, pp.694-734
This article reviews the researcher in studying the positive influence of technology in the
assessment process in terms of recruitment.

New Technologies – How new technological interventions affected the recruitment process 11
References
Bauer, et al., 2014. "Applicant reactions to different selection technology: face-to-face,
interactive voice response and computer-assisted telephone screening interviews," International
Journal of selection and assessment, Portland State University: Blackwell publishing ltd.
Knights, D., & Willmott, H. (Eds.). (2016). Labour process theory. Springer.
Maier, C., Laumer, S., Eckhardt, A., & Weitzel, T. (2013). Analyzing the impact of HRIS
implementations on HR personnel’s job satisfaction and turnover intention. The Journal of
Strategic Information Systems, 22(3), 193-207.

New Technologies – How new technological interventions affected the recruitment process 12
Jex, S. M., & Britt, T. W. (2014). Organizational psychology: A scientist-practitioner approach.
John Wiley & Sons.
Lievens, F., K. Van Dam and N. Anderson, 2014. “Recent Trends and Challenges in Personnel
Martinez, O., Wu, E., Shultz, A. Z., Capote, J., Rios, J. L., Sandfort, T., ... & Moya, E. (2014).
Still a hard-to-reach population? Using social media to recruit Latino gay couples for an HIV
intervention adaptation study. Journal of Medical Internet Research, 16(4).
Harris, M., and K. Dewar, 2000. Understanding and using web-based recruiting and screening
tools: key criteria, current trends, and future directions. Workshop presented at annual meeting
of the society for industrial and organizational psychology, San Diego, CA.
Neil, A., 2013. "Applicant and recruiter reactions to new technology in selection: a critical
review and agenda for future research," International journal of selection and assessment, Vol.
11 (2)
Chapman, D.S., & J. Webster, 2013. "The use of technologies in recruiting, screening and
selection processes for job candidates," International journal of selection and assessment, Vol.11
(2), pp. 113-120
Lievens, F., & M.M. Harris, 2013. "Research on Internet Recruiting and Testing: Current Status
and Future Directions." In: C.L. Cooper & I.T. Robertson (Eds.) International Review of
Industrial and Organizational Psychology, Chicester: John Wiley & Sons, Ltd. vol. 16., pp. 131-
165.
Kay, A. S., 2000. “Recruiters embrace the Internet.” InformationWeek: pp.72-80.
Organizational Web Appeal. Computers in Human Behavior, 24 (5), 2384-2398.

New Technologies – How new technological interventions affected the recruitment process 13
Van Hoye, G. and F. Lievens, 2017. “Investigating Web-Based Recruitment Sources: Employee
Tourangeau, R., D.M. Steiger & D.Wilson, 2002. "Self-administered questions by telephone:
evaluating interactive voice response," public opinion quarterly, 6, pp.265-278
Gilliland, S.W, 2014. "The perceived fairness of selection systems: an organizational justice
perspective," Academy of management review, 18, pp.694-734