Volume 6, Issue 2, February – 2021 International Journal of Innovative Science and Research Technology

ISSN No:-2456-2165

To Study the Impact of Technology on Recruitment

Dr. Sapna Chauhan Anshit Singh Shivani Sharma
Assistant Professor MBA Student MBA Student
FMS, Parul University Parul University Parul University

Abstract:- Based on the data collected from the various Supporting rolling achievement. e-Recruitment
HR we get to know that the technology has greatly permits departments that recruit frequently to constant roles
impacted the recruitment and selection process. Based to own standing adverts on the University's Jobs online
quantitative research as well as findings from existing page. This provides pools of accessible candidates whenever
literature we showed the increasing importance of IT vacancies occur, supporting these departments in responding
technology for recruitment processes. on the other hand , to the University's staffing wants a lot of quickly associate
companies nowadays are thirsty for the IT to reduce cost degreed efficiently-Recruitment provides an integrated and
,improve service , and achieve effectiveness. on-line answer for the University's end-to-end achievement
method. It replaced the University's previous paper-based
Keywords:- Technology , Recruitment, Challenges, HR approval to recruit, application and hiring processes. The
Industry. speedy advancements in achievement technical
schoolnology area unit dynamic the manner folks rent &
I. INTRODUCTI0N demand the recruiters to harness their skills to be able to
build most of those tech solutions.
Gone area unit the times once the role of associate
degree 60 minutes government concerned solely gathering II. OBJECTIVE
resumes of potential candidates and probing every and each
piece of paper manually to sift the most effective from the  To study the Current E-Recruitment activities adopted by
pile. Today’s 60 minutes executives and groups area unit the organization.
tech-savvy, hospitable innovative ways that of operative,  To find out how the E-Recruitment process have an
take under consideration the development of staff, posses impact on organization.
broader ability sets and build dynamic structure work  To study efficiency and performance of E-Recruitment
cultures. process in the organization.

Human resources may be a key perform at intervals III. BACKGROUND

any company, however not all corporations area unit able to
afford or justify full-time 60 minutes workers. Over the last HBR rumored in 2016 that fifty seven of business and
decade, 60 minutes outsourcing has become an honest unit of time executives square measure victimization and
business call for several tiny corporations whose current thirty second square measure willing to use new recruiting
workers doesn’t have the information measure or experience technologies and tools to hurry up the hiring method.
to require on the risks of worker relations problems,
advantages and payroll, or 60 minutes compliance Cloud and information analytics square measure
responsibilities. This has crystal rectifier several 60 minutes getting to play a large role from currently on. however
practitioners to undertake out their entrepreneurial skills what's driving unit of time managers to use new
within the areas of 60 minutes outsourcing and “fractional technologies for screening and choice Role of technology in
60 minutes.” accomplishment leads to value reduction .In a analysis,
hostelry vex rumored a discount in screening prices by five
E-recruitment, additionally called on-line achievement, hundredth victimization IVR in their hiring method . These
refers to the employment of web-based technology for the reduced screening prices junction rectifier massive firms
varied processes of attracting, assessing, selecting, recruiting like Proctor & Gamble to adopt video conference
and on boarding job candidates. technologies for field hiring The economic process of
economy and marketplace has provided employers with a
Through e-recruitment employers reach larger range of playfield that isn't restricted to any geographical settings.
potential staff. corporations might build their e-recruitment
platforms in-house, use e-recruitment 60 minutes software In order to reach such a competitive world market one
system or use achievement agencies that utilize e- must have the brightest talent on board. additional the
recruitment as a part of their package. increased scarceness of extremely practiced employees in engineering
transparency throughout the method, permitting achieve be and technology propelled recruiters to hunt candidates on
half-track and providing visibility of the completion of the far side geographical borders. Most organizations that
individual achievement tasks. were earlier discouraged by {the prices|the prices}
concerned in international hiring square measure currently
using technological aids like career websites and ATS to cut

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Volume 6, Issue 2, February – 2021 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165
back costs whereas at the same time increasing the someone
pool. With the proper tools, unit of time won't solely have  Effects of E-recruitment and web on achievement
access to a bigger talent pool, however will be ready to rent process: Associate in Nursing Empirical study on
the proper candidates. larger retention has direct impact on international firms by Piana Monsur Mindia, Md.
value savings. Kazimul Hoque:
The purpose of the study is achievement method is
IV. PROBLEM STATEMENT extremely a lot of crucial to each organization, as a result of
it’s the folks that will contribute strategically and create
Many researchers have studied the dynamic of unit of distinction within the geographical point. these days this
time operate. the foremost important modification is that the method has become largely digitalized attributable to
unit of time professionals currently focus additional on advancement of technology. within the developed countries,
business strategic issue from a“HR” side with the highest e-recruitment has been used wide from a protracted amount
managers instead of solely addressing personnel of your time. But, as we have a tendency to area unit a
administration. developing country and plenty of folks don't possess
technological experience that’s why this situation is
On the opposite hand, corporations these days ar somehow completely different here.
thirsty for the IT to cut back value, improve service, and
come through effectiveness. With acceptable data tools,  THE IMPACT OF achievement AND choice CRITERIA
managers, staff and customers will quickly response to ON structure PERFORMANCE by Joy O. Ekwoaba
promote modification, and management risk value. To Ndubuisi Ufoma
reveal the adding price of IT application in HRM, it's This study investigates the impact of achievement and
necessary to clarify however IT will advocate The unit of choice criteria on performance victimisation Fidelity Bank
time operate, for instance, in strategic task or body task, and Plc, port African nation as put concentration. The analyses
the way IT will advocate its transformation. Therefore, this of a hundred thirty valid responses obtained through a form
thesis originates from following analysis goal: to research that was administered to arbitrarily selected respondents
however unit of time IT advocates the HR operate disclosed that achievement and choice criteria have
transformation. important result on organization’s performance

V. LITERATURE REVIEW  IMPACT OF TECHNOLOGY ON

RECRUITMENT AND SELECTION method by
 Recruitment by Avinash S. Kapse, Vishal S. Patil, Nikhil Poornima Sehrawat, M.s Bornali Brahma
V. Patil:E- Technological advancement is that the biggest trend
The purpose of the study is currently on a daily basis that's dynamic the present business situation. Organizations
the normal technique of achievement has been happiness to completely different sectors like info
revolutionized by the influence of the net. thus within the technology, producing, telecommunications, retail sectors
last decade, the utilization of web has dramatically modified etc area unit together with advanced technologies in their
the face of unit of time achievement and also the ways in achievement and choice method. completely different firms
which organizations admit the Recruiting strategies. area unit streamlining their achievement and choice method
by together with technology in their achievement processes
 Critical Success Factors of the E-Recruitment System by like chatbots, video- conferencing, mobile applications, web
Khalil Ghazzawi and Abeer Accoumeh: and computer-based assessments etc. The involvement of
The purpose of this study is to spot the essential assorted technologies has helped the organizations to create
success factors within the achievement method, conjointly their achievement method less difficult and effective and at
to understand however may e-recruiting affects the general constant time save their valuable time and cash.
achievement method and whether or not it causes changes
within the nature and sequence of tasks related to the normal  NEW TECHNOLOGIES IN THE RECRUITMENT
achievement of external candidates. PROCESS by Celina Sołek-Borowska, Maja Wilczewska

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 Technology, jobs, and also the way forward for work drawback for enlisting and choice is that a false
The development of automation enabled by categorisation is usually created between supposed macro
technologies together with AI and computing brings the time unit (examining time unit systems additional broadly)
promise of upper productivity (and with productivity, and small time unit (examining individual differences). it's
economic growth), exaggerated efficiencies, safety, and additional typically argued that organizations ought to worth
convenience. however these technologies conjointly raise macro approaches and write off small approaches as not
tough questions about the broader impact of automation on being relevant to the business world. we tend to posit that
jobs, skills, wages, and also the nature of labor itself. these image issues and debates solely serve to distract and
fracture the sector and conceal the actual fact that wonderful
 Technology adoption in worker recruitment: The case of time unit analysis and follow have to be compelled to take
social media in Central and japanese Europe by Mariam each macro and small problems into thought.
El Ouirdi, Asma El Ouirdi, Jesse Segers, Ivana Pais
Social technologies area unit progressively employed  Adoption of technology in enlisting of library
in many structure functions, together with human resource professionals and school members by Mayank Yuvaraj
management. the main target of this study is on social media Results of the study highlighted that the hypotheses of
adoption in worker enlisting and choice in Central and UTAUT model were supported. The constructs were
japanese Europe (CEE). The theoretical lens employed in performance expectancy, effort expectancy, social influence
this study is that the Unified Theory of Acceptance and Use still as facilitating conditions that triggered the behavioural
of Technology (UTAUT), extended to incorporate the intention of recruiters to adopt social media
impact of the recruiters' social control position and academic
level on technology adoption. Results obtained from partial  The impact of digital technology on radicalization and
method of least squares path modeling, exploitation cross- enlisting by Alexander Meleagrou-Hitchens, Audrey
sectional information collected from 224 recruiters, showed Alexander, Nick Kaderbhai
that the core hypotheses of the UTAUT were supported, The skills and skills of a company’s staff area unit a
specifically the positive impact of performance expectancy, necessity for the enterprise to be innovative. just in case the
effort expectancy and social influence on behavioural power required to accomplish sure tasks isn't obtainable
intention, still because the positive impact of facilitating internally or can not be developed at intervals cheap time,
conditions and behavioural intention on usage behavior. the corporate must address to the external marketplace, eg
by recruiting specialists possessing the talent sets needed.
 Impact of e-recruitment and job-seekers perception on However, for rare candidate profiles there exists intense
intention to pursue the roles by Naveed R Khan, Marinah competition on the marketplace. Thus, the flexibility to act
Awang, Arsalan Islamist Ghouri at intervals short periods of your time once interacting with
The study highlighted the importance of e-recruitment candidates becomes crucial.
within the corporations. In current epoch technology
integrated the data in a very subtle manner and has  The effects of knowledge technology on enlisting by
influenced on each setting of daily affairs. therefore job Parbudyal Singh, Dale Finn
seekers also are get benefited with web|the web|the net} era It is a wide control read that Associate in Nursing
and begin looking the roles on internet. This study examined organization's human resources area unit its most significant
the link between the enlisting sources, job seekers’ assets and, among the resources obtainable, might supply the
perception and intention to pursue the duty. information was sole non-imitative competitive edge (Pfeffer, 1994; Huselid,
collected from 257 respondents and analysed in relation with 1995). Thus, Associate in Nursing organization's ability to
the analysis objectives. The findings of the study showed draw in and retain capable staff is also the one most
that web is that the most most well-liked supply to look the significant determinant of structure effectiveness. because
duty among different enlisting sources. moreover, it's the purpose of entry for workers, the enlisting operate plays
conjointly advised that the effectiveness of e-recruitment a crucial role in enhancing structure survival and success
depends upon the location of ad and remuneration is that the within the extraordinarily competitive and turbulent business
most prestigious inducement to search out interest within the atmosphere.
job applied.
VI. RESEARCH METHODOLOGY
 Recruitment and choice by Filip Lievens, Derek
Chapman Research methodology is that the specific procedures
Few individuals would question that enlisting and or techniques wont to determine, select, process, and
choice area unit key strategic domains in HRM. At identical analyze data a few topic. in an exceedingly analysis paper,
time, enlisting and choice even have a picture drawback. the methodology section permits the reader to critically
First, enlisting and choice area unit usually viewed as valuate a study's overall validity and responsibility analysis
‘old’ingrained HRM domains. It appears like the normal methodology merely refers to the sensible “how” of any
enlisting and choice procedures are around for many years, given piece of analysis. additional specifically, it’s regarding
that is at odds with the dynamical internal and external however a investigator consistently styles a study to confirm
atmosphere of organizations. Hence, practitioners usually valid and reliable results that address the analysis aims and
wonder if there area unit any new research-based ways that objectives.
for recruiting and choosing personnel. Another image

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 knowledge assortment : Data refers to a group of applicants to reveal whether the improved equity of access
organized data, sometimes the results of expertise, new technology affords is translated into increased equity of
observation or experiment, or a collection of premises. participation.
this could accommodates numbers, words, or images,
significantly as measurements or observations of a VIII. FINDINGS
collection of variables
 Data Sources :There ar 2 kinds of knowledge sources  Data collection
obtainable to the analysis processes. 1. Primary The questionnaire was pre-tested or pilot tested with
knowledge. 2. Secondary knowledge. 40 respondents and then a final questionnaire was developed
 Primary Data:- the first knowledge is collected by .Questionnaires were sent out via email to all 40
victimization primary strategies such questionnaires, respondents. The answers they provided were confidential.
interviews, observations etc Participants’ names and workplaces were not required to
 Secondary Data:- Secondary knowledge is collected disclose.
from numerous Journals, books, websites, Government
reports, News papers, and different analysis reports.  Analysis of data
 Sample Size: The sample is chosen on the premise of The analysis of data is done as per the survey finding.
sampling technique drawn from 3 industries Among the all 31 responses author received 23 respondents
 Statistical tools for analysis: share methodology and were female and the rest were male. Out of all 40
graphical methodology are wont to analyze the info Responses.

VII. LIMITATIONS OF THE STUDY  According to the data received 87.5 % HR says the
hiring process helps in identifing both visible and hidde
Calls for more critical work to examine the impact of aspects while 12.5 % says that they don’t get to know
new attraction, search and assessment practices on both the aspects

The hiring process helps in identifing the

competence both visible and hidden aspects.
5, 13%

YES
NO

35, 87%

 According to the data received 95% says that social website ,job portals has become must to survive in the competitive market
while 5 % says that is not yet needed .

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E-Recuritment (like portals,social website )

has become must to survive in the
competitive market
1st Qtr 2nd Qtr

5%

95%

 From the primary data we get to know that 85% says recruitment of summer trainees are there in their organization

Is there any provision recruitment of summer

trainees

15%

1st Qtr
2nd Qtr

85%

 From the given pie chart we get to know that employer branding plays 90 % an important role in successful recruitment and
retention of top talent

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Employer brainding plays key role in more

successful recruitment and retention of top
talent

NO
10%

YES
90%

 The primary data we collected from that we get to know that 90 % says that special treatment to employees in order to give
them comfortable work environment.

DO you give special treatment to

employees in order to give them
NO comfartable work environment
10%

YES
90%

 From the data collected we get to know that 55 % says internal hiring help in motivating employees while 45 % says its not so
effective

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Is internal hiring help in motivating

employees

NO
45%

YES
55%

 The primary data we collected 95% said that they have the system to calculate cost per recruitment

Do you have any system to calculate cost per

recuritment

No
5%

YES
95%

 From the data collection 50% said stress level test was important vice versa 50% said psychometrics test is important.

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In selection process do you think innovative

techniques should be adopted

psychometrics test stress level

50% 50%

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embody envelope gap and paper disposing.

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