LITERATURE REVIEW ON

TECHNOLOGY USAGE IN
RECRUITMENT AND SELECTION
PROCESS
INTRODUCTION

Recruitment and Selection is an important operation in HRM, designed to maximize

employee strength in order to meet the employer's strategic goals and objectives. In short,
Recruitment and Selection is the process of sourcing, screening, shortlisting and selecting the
right candidates for filling the required vacant positions.

Recruitment and selection, like every other aspect of business today depends on speed and
accuracy. With increasing numbers of qualified applicants chasing a decreasing pool of jobs, HR
professionals need to find ways to sort through applications quickly, while accurately selecting
the best candidates. The help may come through the use of new technologies, which may speed
up the process. One can risk a statement that the area of new technologies and personnel policy
are trying to keep up with new trends change at a surprising and convergent pace.
Changing the role of human resource management in an organization requires adjusting the
whole enterprise strategy to it. Personnel selection includes three key steps: recruitment,
selection and implementation for work. Well-conducted recruitment and selection process is
extremely important for the organization, because it permits for in-depth and objective
verification of candidates in terms of meeting their employer's expectations and leads to their
employment. The main task and purpose of the personnel selection team is not the process itself,
but the final choice of a person who meets all criteria and is unambiguously suitable for a given
position. An increasing number of practitioners from the HR area recognize that their hard and
often repetitive work can be supported or even completely replaced by tools from the area of
modern technologies. A lot of companies use online knowledge management systems to hire
employees, exploiting the advantages of the World Wide Web. These are termed as e-
recruitment systems and automate the process of publishing positions and receiving CVs. E-

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recruitment systems have seen an explosive expansion in the past few years, allowing HR
agencies and HR departments to target a very wide audience at a small cost.
Several e recruitment systems have been proposed with an objective to automate and
speed-up the recruitment process, leading to a better overall user experience and increasing
efficiency. The main purpose of recruitment is to identify and attract potential employees.
Recruitment performs the basic function of putting an important resource – human capital – into
the organization. It is estimated that by using only online recruiting it costs the organization
about one-twentieth, as it does to hire through traditional sources. E-recruitment saves cost up to
87% per new employee hired by an organization. A lot of recruiters and HR employees agree
that the social network sites are effective and useful for recruiting and they might become a
major method if not in the next generation. Lin in 2011 studied how the social networks
(Facebook) help companies to do recruitment and his results showed that the Facebook is a good
recruiting channel because it owns many features, and if candidates have questions they can use
the Question and Answer tool, In this way, they also could save time and cost

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TECHNOLOGY USAGE IN RECRUITMENT AND SELCTION
PROCESS

Technology is the way of life practically for everyone in all industries. In the field of
recruitment, the impact of technology and the data it captures is becoming more pronounced in
terms of enhancing the hiring experience for both the candidates and the hiring teams.

The labor market has become largely candidate-driven, which means that recruiters and
companies are working harder to attract top talent. According to current recruitment stats on
average businesses use up to 24 recruiting technologies to help improve their hiring process

Current trends in recruitment technology

Technology and the data we capture from it has opened up new possibilities for recruiters
and hiring managers to reach candidates. It is to these ends that recruiters need to incorporate
technology in their hiring strategies.

 USE DIGITAL ASSETS TO SPEED UP THE RECRUITMENT

PROCESS 
The prevalence of technology has created higher levels of expectations from jobseekers
who want a fast, straightforward application process. If you haven’t noticed yet, talent
acquisition has become more like a marketer’s game for HR and recruitment
professionals. It attempts to build a strong employer brand and fun in corporate culture
and then actively promote them on social media and other online platforms
With each day that hiring proves to be a drag, recruiters are more likely to lose the
best candidates to other firms, while companies end up spending more of their resources
than what is necessary. To counteract this, there are some different hiring process helps to
accelerate using a digitally-driven approach.

 CONDUCT VIDEO OR MOBILE INTERVIEWS

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 First-round video or mobile interviews offer flexible options for recruiters and job
applicants alike since they help eliminate chances of delays in schedule and lengthy hours
preparing for a face-to-face meet. Data says more than 60 percent of companies are now
using video interviews for their hiring.

 CREATE EMPLOYER BRANDING VIDEOS

Among various recruitment trends related to company branding , this one needs to be
explored more for its potential in increasing the response rate to job postings from
roughly 12 to 34 percent. Corporate videos published on a company’s careers website
enables candidates to get to know more about the company, its culture, and job
offerings all in one place.

 CHOOSE YOUR ATS WELL

An ATS is a great help for recruiters and employers to sort through thousands of
applications submitted to them, and with more and more people on mobile and social
platforms, you need your ATS to be capable of leveraging these channels.
When leveraging your ATS, consider your organization's needs; i.e. accessing your
candidates’ social media profile on LinkedIn, for example.

 IMPLEMENT A TECHNOLOGY-DRIVEN APPROACH TO

IMPROVE HIRING QUALITY AND EFFICIENCY
Technology has many salient features in itself, among which are its collaborative nature
and its preponderance to data-driven analysis. These two attributes find great favor with
hiring managers and recruiters when it comes to finding the candidate with the best fit for
a particular role or company as well as employee retention.

 USE DATA TO FIND THE "BEST" CANDIDATE 

For one, when firms use technology to collaborate with one another, they are deemed to
be “best in class” for making it easy for their recruitment teams to manage the hiring
process – from assessing candidates to exchanging feedback and making hiring
recommendations.

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 ANALYZE EMPLOYEE TRENDS
Companies are also relying on technology to give them analytical data and insights in
monitoring employee performance or tracking sources of hire so they can target the right
candidates on the right channels.

 ELIMINATE BIAS 

Lately, however, the role of technology in preventing bias from marring the recruitment
process for candidates has also come to light.

Since bias appears to be a natural tendency among humans, the idea is for recruiters to
use machine learning or artificial intelligence technologies to reduce human judgment in
the selection of candidates. For example, software-as-a-Service (SaaS) is being hailed in
the HR sphere because it provides recruiters a candidate matching system that
automatically tracks work performance alone, with no room for subjective, unfair, or
emotional bias against the applicant.

Technology is seen as something that can help HR practitioners realize their own
personal bias and enable them to take countermeasures. 

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