How technologies are transforming recruitment of Human resource management

        Whenever human resource management is concerned, recruitment is considered a very significant part. After all, it is utilized for acquiring one of the strongest capitals of a company which is intellectual capital. In recruitment, all the activities and practices of an organization are included that have a main objective of attracting and identifying potential workers for the company. At present, it is very important for employers to find the best suitable employees for the seat and hire them to perform the necessary duties. Indeed, they have to struggle because they must have a highly-skilled pool of participants and applicants to choose from and make the last decisions concerning recruitment. Additionally, the nature and length of employment have modified over the time. Today, the commitment of employee is not self-evident since the normal understanding of an individual’s role and career has thoroughly changed (Wilden, Gudergan and Lings. 2010).

        Recruiting new workers is quite costly and that is why attention has to be paid to it. When recruitment is failed, a huge expenditure of the company is at stake. As an industry, recruitment has modified thoroughly from the past or specifically the 1970s when the surfacing of industry took place. Today, recruiting competent employees has become challenging and immensely tough considering the tight competition. The process is also being outsourced to other firms which are skilled in staffing and hiring. As infrastructure, information technology, and social networks are always changing, every single day they are becoming more connected which is making the process of hiring very complex (McCormack, Adams and Anderson. 2013).

        Indeed, the technological development has been agile and rapid leading a strong effect on utilized tools in the process of recruitment. Due to it, this paper is focusing upon the changes that have already occurred in recruitment by Information Technology and will be facing in the future. With the help of Internet and information technology, now job seekers don’t have to struggle so much when it comes to forwarding their applications as they can simply use the websites of companies. In the field of human resource management, electronic recruitment has been very successful ever since its inception.  With the emergence of online recruitment, many significant advantages have been brought in terms of quality of response, candidate pool, time, and cost along with the benefits which are provided by technology when it comes to contacting and sorting the candidates.

        With the help of internet and information technology, searching job has become more or less like messaging a person. If there is no response then that firm can be skipped and other can be involved in the list. Furthermore, it only takes a short time. This logic is not a single way because recruitment is use the same logic as well. With online recruitment, a lot of information has to be handled by the organization. So, some technologies have also been developed for resolving this issue.

References of Human resource management

McCormack, Mark, Adrian Adams, and Eric Anderson. 2013. "Taking to the streets: The benefits of spontaneous methodological innovation in participant recruitment." Qualitative research 13 (2): 228-241.

Wilden, Ralf, Siegfried Gudergan, and Ian Lings. 2010. "Employer branding: strategic implications for staff recruitment." Journal of Marketing Management 26 (1-2): 56-73.