How digitization has transformed the way we recruit talent


In the first era the 1980’s calls as Analogue age, Organizations used Common recruitment methods such as put out advertisements in the newspaper, recruitment brochures, job boards, internal promotion or informal recruitments (Breaugh, 2008). Recruitment focused on utilizing primitive sourcing tools such as the phone call, fax and print media (Samantha, 2018). Essentially, by the time a candidate has been selected for an interview, their prospective employer or Human Resources (HR) without knowing any background of the candidate the selection process continued. It has been said that in a traditional recruitment process, HR professionals fail to acquire extensive information about candidates. Also, in a traditional recruitment process, the interviewer carries a crucial role. In addition, information that the candidate shares are often one-sided and at times even false, leading to biased results. (Bondarouk & Brewster, 2016). On the other hand, this has its own disadvantages since current employees tend to attract candidates that are similar to themselves, therefore attracting a homogeneous applicant pool and missing opportunities to attract heterogeneous qualified applicants. Applicant pools are naturally more limited when using the above conventional recruitment methods (Marsden, 1994).

The second era in the 1990’s call as Spray& Play age started with the globalization, roles, and responsibilities of HR departments are transformed as the modern business faces pressures of globalization. Globalization is made possible by the development of powerful technologies, comprising the Intra- and Internet, enterprise resource planning system (ERP), Search Engine Optimization, Online recruitment, data warehouse, data mart, and data analytics, windows operating system, software applications (Friedman, 2005). Global reach attracts heterogeneous qualified applicants to find potential candidates. Attracting and retaining high-quality potential talent produces opportunities to gain competitive advantage, bring new knowledge, contacts, networks, and experience which can help organizations to achieve their goals (O’Meara & Petzall, 2013). Due to technology jobs, seekers can now forward their applications on companies as electronic applications (email) or post the resume on job websites. Online recruitment has brought considerable perks in terms of cost, time, candidate pool and quality of response (Marsden, 1994). Online hasn't just made it easier to apply to jobs, it has also made it easier for businesses to find qualified candidates anywhere in the world from CV databases. Recruiters can now scan job boards and professional network sites, like LinkedIn, for qualified candidates with the right skills, without the limits of geography (Sarah, 2017). Even online application brings more cost effect candidates to flow and forwards the CVs jest know market offers which resulting data overload in recruitment made impossible to analysis all the applicants (Breaugh,2008). Technological problems such as domain issues, internet issues, software issues, operating system issues, and uncovered telecommunication issues will lead to non-submission of most potential applicants (Andriy,2018) are some of the drawbacks in Spray& Play age.    

With globalization and to achieve organization goal recruitment process utilizing advanced technologies, which further transformed the way of recruit process. Digitalization has played a massive role in the transformation of the talent recruitment process in the last few years, and understanding this transformation will equip businesses operating in the modern business environment to ensure they are following best practices in terms of recruitment processing. (Andriy,2018). There is a digital storm brewing in the third era call digital age, facilitated by innovations in mobile, social platforms, data science, and cloud computing. Information technology provides a broader platform comprising, digital platforms, mobile apps with android and apple operating systems, Social Media Platforms, Social apps, Chatbots, artificial intelligence, data science for recruitment work, where organizations can gather resume and application information on a daily basis (Friedman, 2005). HR will find more information about the candidates leading to more accurate person-post matching and hunt for the best fit (Bondarouk & Brewster, 2016). Digitalization has transformed our way of life from how we communicate, how we travel, cook, book taxis and work (Samantha, 2018). Further to this, the way that organizations and recruiters search for talent has also been transformed and is now based on data collection and analytics from online profiles, social media platforms, and other screening structures (Sarah, 2017). According to a report by in Africa, Andriy (2018) highlighted over 60% of South African employers who screen candidates using social media platforms by job-seeker present themselves in a professional manner in social media. About half of them want to know if the candidate will fit in well with the company culture, and 45% want to learn more about their qualifications. Artificial Intelligence (AI) converted HR functions in massive by applying these techniques in employee recruitment. (Simon, 1998). AI uses information extraction techniques that automate the process of resume identification and extraction of relevant information. Information extraction refers to a process where knowledge and information are acquired by skimming a text (Simon, 2008). AI is also capable of recognizing personality and task-related individual behavior acquiring personality models by observing text and conversation through language (Sarah, 2017). As the amount of submitted CVs and job applications can be overwhelming, more CVs more confusion, allowing, while ignoring the real potential candidate in recruiting function (Sarah, 2017). Applicant ranking models can be built with the help of AI in automated candidate ranking systems. This will speed-up the recruitment sorting best fit candidate who is available globally. (Andriy, 2018). The method of candidate ranking is based on AI algorithms that have learned the scoring function based on training data provided by human recruiters (Simon, 2008). On the other hand, this has their own disadvantages as Friedman, (2005) points out, analytics and AI is only getting more intelligent, with some systems so finely tuned that they can boil a pile of resumes down to one applicant who will be the best fit. As these systems grow and evolve into more sophisticated platforms, they're only getting more complex to maintain (Sarah, 2017).  With the complexity even data contains errors, blind spots, and subjectivity through which cannot be identified by the algorithms, the final outcome will be the wrong selection and placement (Dhamija, 2012).
The above transformation process summarized illustration is the given below diagram. 

Fig. 1 The new technology platform driving digital recruitment transformation.

(Samantha, 2018)

Aitken Spence Hotel Management Oman (ASHMO) used modern-day digital marketing to attract customers to the hotel through WhatsApp, vibe, messenger, digital points apps & social media platforms for the marketing successes which they decision as ‘MarTech’ tools. ASHMO understands why aspects are being taken and adapted to recruiting and through a similar change and coined as ‘RecTech’, it comprises a innovative system of tools, apps, and digital platforms that cover a staggering an array of functionalities. Leveraged properly, in-house recruitment groups drastically improved how they source, engage and assess talent, and it considerably improves performance ratios such as time and cost per hire. ASHMO determined that new digital skills are necessary because the third platform is vastly completely different from what came before it: Email, LinkedIn, job boards, and CV databases. Candidate expectations have modified globally as per the digitalization. Growing digital footprints mean candidates are more and more sitting back and anticipating the correct opportunities to come back to them. The art of recruitment in the Digital Era is currently how to interact talent. What RecTech does, is brought together social, mobile, video, apps, platforms, data science, VR, and AI to empower talent acquisition groups to improve the method they interact talent by providing a realize correct talent. in this technique, correct talent has been approached by the hr department in globally even without applying for the relevant jobs, after analyzing his all movement, interest, family network, friend’s networks, work history, academic link, social link, processional link, right skills through ‘RecTech’ by obtaining updates and information bringing social, mobile, video, apps, platforms, data science, together and gathering, sorting through AI, machine-to-machine learning, robotic process automation, natural language processing, predictive algorithms, and self-learning.

 As per video clip, elaborate The future of HR is digital. Are you ready?

Video 1.0
The future of HR is digital

Source: AIHR - Academy to Innovate HR 17 Mar 2019

Video 1.0 elaborate that It’s no secret that data, digitization, and analytics are becoming crucial in HR. But only 18% of HR professionals currently have HR analytics skills. And the skills gap only keeps growing and advising that get ready for the Future of HR?

As the phenomenon of new technology-based recruitment methods, specially the third era (digital age) is still relatively new, it is important to research this subject even further to for a better understanding by the organizations. Leveraging modern recruitment methodologies by investing in new recruitment technologies will provide you with a significant competitive advantage for bringing the right talent into your organization. Facebook, Amazon, Credit Suisse, Google, LinkedIn started digitized 3rd era recruitment process and saved a hundred million dollars every year. Organizations need to be aware of the way the recruitment process is changing, and the implications this can have on their business, their talent acquisition possibilities and their reputation amongst job seekers. Their strategies should be updated to take all of this into account and ensure they are geared towards welcoming the future of work. As per the above video, the digital workforce analytics market is expected more than USD 1 billion by the end of 2023. The projected amount of jobs that require data analysis skills is 5 million in the US alone, this will conclude, that HR has to be more serious and adaption to the new technology to meet future digitization challenges. 

References:
Andriy Popov (2018) TALENT ACQUISITION NEWS SOUTH AFRICA. How digitalization has transformed the recruitment process. [Online]. available at <https://www.bizcommunity.com/Article/196/535/183185.html.>. [Accessed on 20th November 2019].
Bondarouk, T., & Brewster, C. (2016). Conceptualizing the future of HRM and technology research. The International Journal of Human Resource Management, 27(21), pp. 2652–2671.
Breaugh, J. A. (2008). Employee recruitment: Current knowledge and important areas for future research. Human Resource Management Review, 18(3), pp.103–118.
Dhamija, P. (2012). E-recruitment: a roadmap towards e-human resource management. Researchers World, 3(3), p.33.
Friedman T.L. (2004) The world is Flat.1st ed. New York: Farrar, Straus, and Giroux.
Marsden, P. V. (1994). The hiring process: recruitment methods. American Behavioral Scientist, 37(7), pp. 979–991.
O'Meara, B., & Petzall, S. (2013). Handbook of Strategic Recruitment and Selection. A Systems Approach. 1st Ed. Emerald Group Publishing.
Samantha Hildyard, (2018), How the New Technology World is Set to Transform the Way We Recruit Talent. 3rd ed. PB Publication,
Sarah K. White (2017), technology has changed recruitment for better. [Online]. available at
<https://www.cio.com/article/3180952/4-ways-technology-has-changed-recruitment-for-better-and-worse.html>.[ Accessed on 18th November 2019].
Simon, H. A. (2008). Administrative Behavior. A Study of Decision-Making Processes in Administrative Organization. New York, Macmillan.


Comments

  1. Krishanthini Punniyamoorthy4 December 2019 at 10:55

    This is a great article to understand the modern way to recruit talents to the organization, as you have mentioned Digital age of recruitment platform bocome crucial to find a suitable candidate for a positions(samantha 2018), also using career portals are trend in contemporary HR which led job seekers to feed their details on that and job providers filter it using BIG data. BIG DATA improves employee retention and retention of employees ended up with in increased income.

    ReplyDelete
    Replies
    1. Mohamed Sinan Muhamed9 December 2019 at 00:01

      Yes, Big DATA filtering happen based on AI algorithms that have learned the scoring function based on training data provided by human recruiters (Simon, 2008). In this technique, correct talent has been approached by the HR department in globally even without applying for the relevant jobs that's the beauty of the digitization (Andriy, 2018).

      Delete
  2. Ravi Prasad Kodithuwakku27 December 2019 at 05:50

    This is a great article the way an organization participates top talent during the hiring process is critical to securing that talent and preserving a positive brand reputation. Digitization has played an enormous role in the alteration of the talent recruitment process in the last few years, and understanding this transformation will equip businesses functioning in the modern business environment to ensure they are following best practices in terms of employment processing.

    ReplyDelete
    Replies
    1. Mohamed Sinan Muhamed7 January 2020 at 20:08

      As per Popov (2018), there is going to be digitization of the workforce in a way we have never seen before. In 10 years, probably less, we will have substantially fewer employees, and the ones we do have will be significantly different from what we have now and as stated by you digitization will be the key for the talent recruitment.


      Delete
  3. Shiyamila Kumarapeliyage13 January 2020 at 20:49

    One of the modern concept discussed in HR and even proven to be successful in the recent pass is digitization. Research surveys of Hansen et al. (2017) discovered that using social media
    platforms to recruit is inexpensive and provided not only a wide geographical reach. A research study by Jobvite (2011), realized with a sample of 800 HR specialist, HR managers and HR professionals, presented that the majority of corporations are using social media platforms to recruit (89.0 %) and screen candidate profiles (45.0%) (Rozsa and Mulyaningsih, 2018)

    ReplyDelete
    Replies
    1. Mohamed Sinan Muhamed13 January 2020 at 21:32

      In view to your comment, as recruitment agencies compete for top talent, it has become increasingly necessary to use social media in talent acquisition. Indeed, over 90% of all recruiters now use social networking sites in their recruitment process. The following are some benefits of using social media as part of your recruitment advertising strategy:
      INCREASES JOB VISIBILITY, HIGHER QUALITY CANDIDATES, BETTER EMPLOYER BRAND AWARENESS, REDUCE COST OF HIRE,OPENS THE DOOR TO ENGAGEMENT,ALLOWS YOU TO TARGET YOUR VACANCIES MORE, SCREEN YOUR CANDIDATES,SHORTENS HIRING TIME ( Zippla, n/d).

      Delete

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