Information Systems in Recruitment
Summary: Several researches and studies have been conducted to demonstrate the effectiveness of technology in the recruitment process. This project explains what recruitment is, the growth of recruitment from how it was two decades ago to using technology today. The work done in this paper identifies the advantages and disadvantages of e-recruitment and discusses e-strategies to overcome the disadvantages. The adoption of these e-strategies helps advantages of internet recruitment outweigh the disadvantages. The conclusion reached in this work is based on several assumptions which might have caused the results to vary from the actual results of detailed works done in this field before. Index Terms: Technology in recruitment, e-recruitment, advantages of e-recruitment, disadvantages of e-recruitment, Internet recruitment. Introduction Information System can be defined technically as a set of interrelated components that collect, process, store and distribute information to support decision making and control in the organization (Laudon & Laudon, 2000,Pg 7). The transformation of our society from preindustrial to Industrial and from Industrial to a post industrial society (Fitzsimmons & Fitzsimmons, 2008, Pg 7) has given way to globalization, where information is the key resource. The growth of internet and the globalization of industries have changed the traditional operation methods in all areas of business and management including Strategic planning. The Human Resource Information System (HRIS) is a software or online solution for the data entry, data tracking, and data information needs of the Human Resources, payroll,
management, and accounting functions within a business (Heathfield, 2010). Konrad & Deckop (2001) explain that “instead of shuffling paper work and fielding phone calls, HR managers use the Internet to obtain information and communicate with others, affecting virtually every HR function. HR database management systems maintain organizationally relevant information about employees. Developments in computer hardware and software have not only made possible user-friendly access to employee information, but also the ability to analyze this information for purposes of organizational planning.” Information systems is applied by major companies for notable components of Human Resource Management (HRM) that include HR Planning, Recruitment, Selection, Training, career development, employment relationship management and compensation and benefits management. DeSanctis (1986) explains that information systems in personnel have evolved from the automated employee recordkeeping of the 1960s into complex reporting and decision systems to- day. The Human Resource Information Systems (HRIS) is designed to support the planning, administration, decision making and control activities of the human resource management (DeSanctis, 1986). The purpose of this article is to focus on the advantages and disadvantages of technology in recruitment process and determine if advantages outweigh disadvantages or viceversa. Evolution of Recruitment Recruitment is the process of identifying potential candidates so that employers can choose the right person for the right job. Dale S Beach observed “Recruitment as the development and maintenance of adequate manpower resources. It involves the creation of a pool of available labor upon whom the organization can draw when it needs additional employees” (Seetharaman
& Prasad, 2009). Recruitment also goes hand in hand with the selection process whereby organizations evaluate the suitability of candidates for various jobs (Singh & Finn, 2003). Hence recruitment is said to be a positive process as it involves attracting suitable candidates for available jobs. Selection is said to be a negative process as it involves rejecting a large number of applicants to identify a few that are suitable for the...