How Technology Has Changed HR and the Hiring Process | featured post

How Technology Has Changed HR and the Hiring Process

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Posted by + on 11-Oct-2012 in featured post, recruiting, talent management, The HRIS Career World | 0 comments

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In a world where technology is a part of every facet of life, it is no surprise that companies incorporate its use for hiring employees.

In light of budget constraints and personnel cuts, human resource departments are struggling to keep up with the growing demands of effectively streamlining the hiring process.

Large and small companies are taking advantage of technology to handle the increasing number of applicants.

From submitting an application to filling out the mountains of required paperwork, more companies are relying on technology to balance the workload.

Additionally, utilizing technology decreases inaccuracies because applicants input their own information.

Thanks to technology, five employees can complete the work of 10 without increased administrative costs or loss in efficiency.

Recruiting

Originally, classified ads were the only place to find work and it meant filling out paper applications.

Next, HR screened, tested, and interviewed applicants, which took days or even weeks.

Because of the lengthy process, second and third interviews were necessary.

Unfortunately, good candidates slipped through the cracks because the process took so long.

When prospective employees wait too long for a job offer from their dream company, they often accept their second or third job choice.

Today, applicants fill out applications, go through the screening process, and schedule interviews using technology and software that automates the process.

It is simple to attach a resume and cover letter to an online application.

Although there is no way to eliminate humans in the hiring process, technology makes the process more efficient and easier to manage and track candidate information.

Using technology for the hiring process has several advantages.

  • effective use of hiring personnel and lowering administrative costs
  • more focus on attracting qualified employees
  • shorter hiring cycles
  • streamlined hiring process

Many companies use their online site to screen, test, and process applicants.

By the time a manager interviews an applicant, he or she has gone through the company’s full screening process. Managers do not waste precious time interviewing unqualified candidates.

Experts of the Human Resource Management Report agree that technology offer positive experiences for candidates and improve the budgets of financially strapped HR departments.

Testing

Testing used to involve paper and pencil, and now, candidates can complete testing on their personal computers or at job kiosks.

Human resource departments no longer have to tie up valuable resources and personnel to administer and grade tests.

When companies have to test large numbers of applicants, it is expensive.

If a company tests 100 applicants but 25 pass the test, that is only 25%.

However, the resources used were for 100 job-seeking applicants and companies cannot recoup the expenses of the other 75 percent.

At one time, companies saved money by using upfront testing before allowing a candidate to fill out an application.

This saved money up front, but did little to shorten the hiring process time.

Companies that use technology as much as possible to hire employees save money, simplify the process, lessen the workload on personnel, and keep administrative costs manageable.

Efficient Application Process

Electronic applications make sorting, filing, and tracking efficient without paper files.

Automation streamlines background and reference checks once performed by humans; however, it does not eliminate human involvement but significantly reduces the workload.

Candidates can expect to see more technology used in the hiring process.

Additionally, companies track candidate online activities such as Facebook, LinkedIn, and Twitter.

If there are questionable posts or tweets, it may bar even the most qualified candidate from getting a job.

This article was provided to us by Katelyn — unfortunately, we do not have any other contact information for her. If you are Katelyn, or know Katelyn, please get in contact us with us soon so we may properly credit this article, thanks!

Garrett O'Brien

With 20+ years in roles as a client executive sponsor, project management, as well as functional / technical lead, Garrett is sought for his expertise in the USA, Europe, and Brazil.

He has an extensive background in implementing multi-product, multi-line HRIS environments that provides a smoother transition from legacy to new systems.

Garrett’s previous clients include ADP, Case New Holland, Cushman & Wakefield, Honeywell International, Lubrizol, MAHLE, Sodexho USA, and many others ranging from SMB’s to the Fortune 50.

Currently, Garrett works from his home office near São Paulo, Brazil as the publisher and editor for The HRIS World publications. Also, he contributes articles for their various blogs as well as provides guest posts to several IT, Cloud, and HRIS blogs.

Garrett’s current roles involve…

• Publisher, writer, and owner of 4 leading HRIS system and career blogs which are read in 50+ countries

• HR.com Advisory Board for the ERP/HRIS Community

• CEO for CGServices USA — focusing on multi-provider, multi-line system for HRIS systems

• Registered partner with Microsoft, providing the latest developments on the newest technologies from Microsoft

• Council and Education Member of Gerson Lehrman Group Council, which helps institutions of the world leaders meet, engage and manage experts across a wide range of sectors and disciplines.

In the news…
HR and the Cloud

Isabella Chan of HR Matters talks to Garrett O’Brien about the growth of cloud computing and building a technology strategy around HR.

Your Invite to Guest Post

 

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