HR Planning Report: Impact of IT on Talent Recruitment

This report delves into the crucial aspects of HR planning, specifically focusing on the recruitment of talented individuals. It examines the evolving landscape of recruitment, highlighting the significant impact of Information Technology (IT) on the process, including the use of social media platforms. The report provides an executive summary, literature review, findings from peer-reviewed journals, and actionable recommendations for improving HR planning strategies. Key areas of discussion include leveraging social media for recruitment, the importance of employee retention, and the integration of IT to streamline and enhance the hiring process. The report concludes with a summary of the findings and emphasizes the role of IT in modern HR planning and talent acquisition.

Running head: HR Planning
HR Planning
Name of the Student
Name of the University
Author’s Note

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Table of Contents
Introduction......................................................................................................................................3
Executive Summary.........................................................................................................................3
Literature Review............................................................................................................................3
Findings...........................................................................................................................................4
Recommendations............................................................................................................................5
Conclusion.......................................................................................................................................6

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Introduction
Human Resource department has been responsible for hiring talented individuals for the
growth of an organization. Hiring individuals have been an issue as talented individuals are
required for providing quality performance in the organization. During recession, it becomes
difficult for filling up certain types of jobs. Therefore, it becomes important for hiring talented
individuals in the company. A poorly designed recruitment process might led to distraction for
applicants. Therefore, there is a requirement of proper planning is required for hiring talented
individuals.
Executive Summary
This research has been focused on developing model for recruiting talented individuals.
The impact of information technology in the recruiting process has been discussed. Research
questions have been discussed in the research. A proper review of previous literatures have been
provided in the research. Data has been collected from 5 peer reviewed journals. Therefore,
findings from these journals also have been mentioned in the research. There are some
recommendations have been provided for improving HR planning for hiring talented individuals.
Literature Review
The use of IT has been helping in the growth of the recruitment process of an
organization. Information technology has helped in automating recruiting and staffing of
individuals for searching quality and skills among them (Pournader, Tabassi & Baloh 2015).
With the help of software solutions including SaaS, organizations have been taking advantages
of cloud computing in the recruitment process.

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Using Social media for advantage: Social media has been a great platform for advertising the
recruitment process of a company. Candidates are prior to be updated with social media for
current updates. Therefore, companies might provide their recruitment advertisement with
detailed information over social media. As commented by Safavi, Golmohammadi & Sandoval-
Solis (2015), ability of modern organizations have been using Information technology for
development of HR strategies in an organization. Information technology has been helping in
finding new innovative strategies for human resource development in the company. The
planning process has been helping in recruiting talented individuals in the company. As
mentioned by Rodd et al. (2018), employee retention has been an important factor that involves
proper execution of HR strategies in the organization. The employee retention has been an
approach to retained employee in the organization. The recruitment process has been an
important factor for hiring talented individuals in the company (Moustaghfir, 2014). The
involvement of IT in the human resource planning have been creating an extra impact in the
development of recruitment policies (Al Damoe, Hamid & Sharif, 2017). The selection of
talented and skilled individuals in the business helps in enhancing the performance of the
business organization in the market.
Findings
From the above literatures, it can be analysed that the use of the social media has been a
great approach of recruiting talented candidates in the organization. According to previous
literatures, social media has been an important recruiting tool for organizations. Various talented
candidates have been recruited through social media recruiting process. Social networking has
been helping companies to post their recruitment details over their platforms and huge number of
candidates are able to watch their recruitment drive. Companies need to provide proper details of

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their recruitment drive including designation, salary and place and time. A brief description
about goal and mission of the company need to be mention in the recruitment advertisement. The
employee retention has been an approach to retained employee in the organization (Zarandian et
al., 2017). The recruitment process has been an important factor for hiring talented individuals in
the company.
Social media has been able to provide feedbacks in from of comments of candidates over
the recruitment post over social media. Facebook has been an important platform for providing
recruitment posts of companies over their wall (Lange et al. 2017). There are huge number of
users over the Facebook who are online. Therefore, company might get a huge number of
candidates over online. This help in maintaining a keen approach towards the recruitment
policies of the company. The eligibility criteria for the recruitment has been an important
element in the recruitment process. This help in filtering talented candidates having quality
skills and knowledge on required posts.
Recommendations
There are some recommendations for using IT in order to hire talented candidates in the
organizations:
Using employees as brand ambassador: Business leaders and employees might pursue
abilities in attracting top talent form LinkedIn profiles and reaching out high potential profiles of
candidates. Organizations might take time to conduct reviews over various platforms including
Glassdoor and check candidate’s activities over GitHub. These steps might help in selecting
talented candidates.

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Clarity in offer: Clarity about mission of the organization and recruitment details help in
recruiting new talents in company. Talented and skilled people expects a proper communication
with organization. Therefore, company needs to communicate properly with new skilled
individuals during recruiting processes.
Validating talent acquisition strategy: Organizations need to validate their talent
acquisition strategies before initiating recruiting process. This help in attracting right talent to the
company. Companies need to ensure that hiring process need not to be long time otherwise
candidates might lose interest in the company.
Conclusion
It can be concluded that the use of the Information technology has been helping in
recruiting talented candidates in the companies. The use of the IT has been helping in surpassing
all barriers to recruitment process. The use of the social media advertisement has been a great
step for attracting talented candidates in the recruitment process. Therefore, it can be analysed
that the use of the IT in recruitment process has been an important feature. The use of the IT has
been helping in managing human resource planning process of the companies. The HR planning
process have been an important part of recruitment process in the organization.

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References
Al Damoe, F. M., Hamid, K., & Sharif, M. (2017). The mediating effect of organizational
climate on the relationship between HRM practices and HR outcomes in the Libyan
public sector. Journal of Management Development, 36(5), 626-643.
Lange, V. M., Messerschmidt, M., Harder, P., Siebner, H. R., & Boye, K. (2017). Planning and
production of grammatical and lexical verbs in multi-word messages. PloS one, 12(11),
e0186685.
Moustaghfir, K. (2014). Strategic human resource management: an HR planning toolkit. valerij
dermol anna rakowska, 27.
Pournader, M., Tabassi, A. A., & Baloh, P. (2015). A three-step design science approach to
develop a novel human resource-planning framework in projects: the cases of
construction projects in USA, Europe, and Iran. International journal of project
management, 33(2), 419-434.
Rodd, J., Bosker, H. R., Ernestus, M., Ten Bosch, L., & Meyer, A. S. (2018, March). To speed
up, turn up the gain: acoustic evidence of a'gain-strategy'for speech planning in
accelerated and decelerated speech. In LabPhon16.
Safavi, H. R., Golmohammadi, M. H., & Sandoval-Solis, S. (2015). Expert knowledge based
modeling for integrated water resources planning and management in the Zayandehrud
River Basin. Journal of Hydrology, 528, 773-789.

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Zarandian, A., Baral, H., Stork, N. E., Ling, M. A., Yavari, A. R., Jafari, H. R., & Amirnejad, H.
(2017). Modeling of ecosystem services informs spatial planning in lands adjacent to the
Sarvelat and Javaherdasht protected area in northern Iran. Land Use Policy, 61, 487-500.