Welcome to Human Resource Information Systems. In this lesson, we will discuss the use of the Internet to achieve organization recruiting and training and development objectives. Please go to the next slide.
Upon completion of this lesson, you will be able to: Evaluate the use of the Internet to achieve organization recruiting and training and development objectives. Please go to the next slide.
3. RECRUITMENT AND TECHNOLOGY
In today’s competitive work environment, the fast pace of technological changes has provided greater access to job-related information. More than ever before, there are direct and instantaneous channels of communication between internal and external applicants and the HR recruiting staff. With the proliferation of Internet job boards and job seeker resources, along with email and intranets, positions are easily and instantly accessible for review by interested individuals. Furthermore, web-based recruiting is not limited to external applicants but can also be used to attract current employees. For instance, job openings can be posted on an organization's intranet in order to announce opportunities for current employees to move into an e-service position. An understanding of where qualified individuals are looking, as well as how to attract & retain them most effectively, is imperative for best practice recruitment. We generally define recruitment as an activity or function of the human resource staff tasked with filling vacancies within the organization. The employment recruitment process is composed of several stages. This includes verifying that a vacancy exists, conducting a job specification, searching for qualified applicants, selecting them by interviewing and other means such as conducting a psychometric test; and making a job offer. Effective recruitment is important in achieving high organizational performance and minimizing labor turnover. During the past several years there has been an emergence of software tools designed to assist with the recruitment process. Organizations have found there are a number of HR systems such as Kenexa, Banner or Peoplesoft now on the market that are capable of handling the full spectrum of recruitment needs. Many of these HR technology packages offer flexible design, are web-enabled and globally accessible, user friendly for both power and general users, requires only minimal training, and can be implemented in a matter of weeks, not months or years. Job boards are the next most commonly used form of technology. This may be because they are relatively less expensive to access and easier to understand than full service applicant tracking systems. Candidate or talent relationship management software, workforce and succession planning tools, screening and assessment software, and communication tools such as instant messaging (IM) are also being utilized by organization’s trying to maintain a competitive edge in today’s work environment. A well-implemented recruitment software can reduce the number of HR staff needed to enter application data, thus allowing for better use of HR manpower to handle the sourcing, branding, and selling of the organization’s benefits to potential candidates. Indeed, recruitment technology can assume the responsibilities for screening and initial assessment. A properly implemented recruitment strategy using technology can help improve candidate quality, reduce