MGT 206 HUMAN RESOURCE PLANNING

Recruitment Technology: Quality Candidates and Quality Process

Humber College 2/4/2013

Submitted To: Submitted By: Student Number:

Nidhi Laroiya Samantha Ruiz 810 377 529

1. From the course textbook, Describe and explain 3 technology concepts discussed in class that would benefit a Human Resource professional (i.e. workforce analytics). The three concepts discussed in class that would benefit a Human Resource professional are; forensic reporting, skills inventories and replacement charts. Forensic reporting focuses on employees who deal with too much work and are beginning to burn out with high levels of stress, which decreases their productivity. It is important for Human resources to notices these signs to prevent high levels of absenteeism, turnovers, and accidents from their employees. The benefit of making sure workers are happy is that they will get work done. This will reduce recruitment and selection costs and decrease the demand of hitting overtime. Skills inventories represent a valuable source of information of peoples talent or talents within the company. This inventory contains personal records and skill profiles of each member in the workforce. This is very beneficial for Human Resource professionals especially when they need to quickly search an individual to identify their skills to fill in knowledge voids. This concept also helps to match up and track skills with the goal of getting the right talent to work on a project that best fit with their expertise Replacement charts is a concept used by Human Resource professionals to find potential candidates who are able to replace employees in key managerial positions. This helps avoid the risk of losing a key player employee and having no one to take over their position. By scouting out who has the skills and knowledge to replace another person, this will allow managers to know that they have a backup player to fill the shoes of a key individual.

2. Describe and explain two widely used recruitment technologies from the case The two most widely used recruitment technologies from this case are I. Employment screening tools- are tools used for background checking, reference checks, and drug testings. II. Recruitment toolsmanagement systems tools such as applicant tracking systems or hiring

b. How does the recruitment technology described above benefit an HR professional? The Employment Screening tool benefits HR professionals because it gives them more time to priorities their time in other responsibilities. For example, now that the employment screening tool identifies candidates that are a good match for the company and disposes those that do not, the HR professional has more time to focus on other duties, such as making new regulations or training new people. The Recruitment tool benefits HR professionals because it helps post job opportunities quickly and keeps job posting up to date. This helps to attract internal and external candidates that are looking for a job that is within their field. HR managers can now use social networks such as Facebook and Twitter to advertise their postings instead of putting them on newspaper or flyers. This of course takes up much more time and cost a lot more than doing it the more modern way.

3. What are the benefits in automating the recruitment process? Describe three benefits from the case study to get full marks

The benefits in automating the recruitment process is that organizations had more new hires who reached their first productivity milestones compares to firms with manual processes. Hence, organizations with automated recruitment process experienced 9% greater time to productivity. Another benefit of automation is that it improves the efficiency of the hiring process, both in terms of the time and spent on hiring. This is because the candidates that are hired through automation are not only a better match for the company, but the company is also better prepared to train them Last, automating the updating career sites and using management systems to get out the message of job opportunities improves candidate quality. This is because the technology communicates an immediate opportunity and also helps build and sustain relationships with candidates.

4. What are the negative aspects in using an automated process? Describe and explain two negative aspects. Two negative aspects in using an automated process are the lack of user involvement and the incomplete definition of needs. With the good impact of automation on candidate and process, fewer firms will do their requirement process manually, which means some people will lose their job. Soon all recruitment process will have minimal people participation and it will be harder for candidates to do things the old fashion way. For example, handing in resumes in person to a manager will no longer be appropriate for the managers role of looking through a resume will no longer be his duty. This brings me to the second negative aspect. The automated process is programed to only accept a

certain type of skilled individuals. However, what if there is the occasion in which a company is looking for someone with different skills and talents to help benefit their organization? The automated process will not pick this up because it is only searching for the common candidate it is use to hiring. Over all, with the great advancement in technology, there is always a negative side on how technology can be misused.

5. Overall, describe the key insights mentioned at the end of the article are helpful to HR departments. Automation is used to improve efficiency and quality. This is beneficial to HR departments because it increases productivity and reduces costs. With the automation process the HR department is are prepared to welcome the new candidates and will train them only where they need to be trained. This helps to eliminate duplicative work. Using talent management gives a company a competitive advantage when they can integrate shared data across systems to bring together workflows. This helps the HR department to be able to select workers based on their skills to do certain jobs or projects because their skills and knowledge best fits with that task. Hence, talent acquisition helps build relationship because technology can help HR departments manage relationships by keeping candidates and recruiters stay in touch by leveraging technology to build pools of talent so that recruiters can have a ready supply of talent when the need for it arises.