Introduction
The modern world is rapidly developing, which leads to the introduction of specific innovations in all areas. Thus, hiring new employees has also undergone significant changes due to the invention and implementation of new ways of transmitting information and communication. Each company strives to hire as many professional specialists as possible, necessitating considering all existing recruiting methods. At the same time, the modernization of society had a global impact on how this area began to change and how people found new tools for finding work and hiring. Thus, we can say that technological development has completely changed the recruiting field.
Role of Technology in Recruitment
Application Tracking System
First of all, the most important manifestation of the influence of technology on recruitment is the emergence of various programs that help select or recognize information in questionnaires. An application tracking system (ATS) is one of the imperative new tools with which employers can evaluate all personnel data (Manual). At the same time, this technology is aimed not only at improving things for employers but can also bring positive effects for workers since it also considers their wishes for the workplace and its conditions.
In addition, this effect can be enhanced by the fact that candidate screening will occur faster and more efficiently, which will lead to an increase in the level of hiring and the elimination of many negative factors such as turnover (Shah). The hiring landscape in the modern world can thus become much more progressive as it will be focused on providing additional amenities for employees and employers. ATS tracking can happen quickly enough for employees to respond to candidates accordingly. This feedback allows people to communicate much better when looking for a job.
Artificial Intelligence
It is imperative in the hiring process to evaluate employees to decide how suitable they are to perform the tasks of a particular role. For this purpose, tools using artificial intelligence (AI) can be applicable as they allow you to quickly review chains of indicators that can be compared in the future and demonstrate how the candidate’s qualifications match or, on the contrary, are not sufficiently suitable (Manual). Combining this method with machine learning allows us to obtain more complete data indicating how essential parameters are present in candidates.
AI can create filing cabinets in which the sorted folders of different employees will be ranked so that human resource managers can navigate to find the most suitable candidates. Setting up AI elements can be one of the disadvantages that cause complex controls (Manual). The implementation of various solutions based on AI processes and machine learning can occur in the future so that such a system can evaluate employees and, based on this, draw up reports that will further help human resource managers.
Automatization and Employee Replacement
At the same time, specific, more significant changes may occur in human resources management aspects associated with the threat of many people losing their jobs. This is explained by the fact that there are many simple operational activities that robotic systems or neural networks can replace (Dhanpat et al. 2). Thus, technological development may have a negative impact that manifests itself in more difficult job search conditions. This happens because the development of artificial systems is more profitable for employers since it allows them not to spend additional resources on providing human workers. This innovation requires more precise regulation since the widespread introduction of such systems in the future will replace many people, creating a significant threat to their economic well-being and quality of life.
Remote Recruitment
Technologies in the context of their use when hiring new employees were able to prove their necessity when the coronavirus epidemic began. Large-scale lockdowns have made it impossible for many people to leave their homes to take part in interviews. Thus, various services such as Zoom played an imperative role in this moment, making organizing online interviews possible (Manual).
With the help of these tools, human resource managers can conduct scheduled meetings in any problematic external conditions, such as pandemics or wars. Given the need for inclusivity and diversity, a vital element highlighting the advantage of video calls for interviews is hiring employees remotely and collaborating with them further on the same terms. This can contribute to a better work environment as the firm can use talent as a guide when hiring.
Conclusion
In conclusion, it is worth noting that modern technologies have begun to be actively implemented in various fields, creating unique consequences that manifest in increasing people’s capabilities regarding how they improve productivity. In many cases, study tools such as AI or remote interviewing are essential in how human resource managers perceive candidates for specific roles. Taking into account multiple factors and categorizing them can be difficult for humans, but it can be done instantly using machine calculations. Thus, modernization in the recruiting field can significantly benefit both candidates and employers.
Works Cited
Dhanpat, Nelesh, et al. “Industry 4.0: The role of human resource professionals.” SA Journal of Human Resource Management, vol. 18, no. 1, 2020, pp. 1-11. Web.
Manual, Gladine. The Future of Recruitment: How Technology is Changing the Industry. eLearning Industry. 2023. Web.
Shah, Nital. The Future of Hiring: How Technology is changing the Recruitment Landscape. Amazing Workplaces. 2023. Web.