Recruiting Technologies Essay Sample
Recently, human resources (HR) recruiters have utilized their company Web site job board, online job boards, social media, and other industry-specific job boards or Web sites to fill all types of positions. As an HR recruiter, you are in need of new employees for a forecasted expansion to a call center that is opening up in 2 months and that is just 20 miles away. Think creatively and find some new, unique, and innovative ways to find candidates. Research and address the following: Recruiting Technologies Essay Sample
Discuss 2 new technology options that the company could use to find candidates.
Would you use these new options to also locate new managers for the new location? Why or why not?
Have you found statistical evidence of the new options for finding qualified candidates?
Do you feel like these new options are trends? Why or why not?
Discuss 2 new technology options that the company could use to find candidates.
In the process of recruiting new personnel for the forecasted expansion to the call center, there is a need to consider the short recruitment time frame (less than two months) even as new technologies are identified to find candidates. In this case, two technologies appear appropriate for the situation. The first technology is Recruiting Chatbot, a conversation agent that is presented as a software application and is intended to imitate human conversation when interacting with candidates. The technology use artificial intelligence to understand the message presented by the candidate (whether spoken or written language) and how to logically respond during conversations. This technology is considered appropriate since it offers advantages that include candidates being more comfortable interacting with the Chatbot that humans, especially when the candidates require much information that could be considered a nuisance by the recruiters such FAQs. In addition, it helps the recruiters in conducting routine human resource administrative activities that include collecting demographic information, screening skills, knowledge and experience, ranking metrics, and scheduling interviews. Also, it offers a level of transparency since they process is automated and possibility of bias is eliminated. Besides that, it saves time and money through automating as much as 80% of the recruitment activities. Although this technology offers some benefits, it is also accompanied by a challenge with regards to the lack of standardization on how candidates communicate so that it becomes difficult to understand, respond to and rate the language variations. Another challenge is that a Chatbot is impersonal and it would be next to impossible to program all the possible reactions from candidates. Recruiting Technologies Essay Sample
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The second technology de-biasing software, a tool intended to recruit a diverse workforce. This software is based on the awareness that despite the best efforts, recruiters are likely to manifest subtle cognitive and anchoring biases that would make it difficult to recruit a diverse workforce. The bias is a mutual property of recruiters and recruitment tasks. The de-biasing software addresses the biases in recruitment through modifying the recruiter-task system using sociotechnical tools and task estimation techniques. In fact, the software makes the recruitment process as objective as possible while eliminating subjective elements through stripping demographic factors (such as socioeconomic and educational background, gender and age) from the resume so that the focus remains on talent (competence, skills and experience) that are of greater concern (Childress, 2018).
Would you use these new options to also locate new managers for the new location? Why or why not?
The two recruitment technologies would be suitable for locating new managers for the new location. Firstly, the two technologies streamline the recruitment process and facilitate applicant tracking efforts. Secondly, they complement efforts by recruiters through ensuring that the recruitment process is more satisfying, productive and efficient. Thirdly, they digitize recruitment so that the employer is able to create a database of candidates to facilitate future recruitment efforts. Finally, they ensure that the recruitment process is objective even as the subjective elements are eliminated. Overall, the two tools are suitable since they sift out top talent and narrow down the applicant pool thus allowing the company to locate new managers who best fit their needs.
Have you found statistical evidence of the new options for finding qualified candidates?
Although there is no statistical evidence on the capacity of the two technologies to find qualified candidates, they are being used by prominent organizations thus indicating that they must have significant benefits. SGT STAR from the US Army, Pounce from Georgia State University, and Tasha from Sutherland are all examples of Chatbots that are being successfully applied to facilitate recruitment activities (Ideal, 2019). Although there are no examples of de-biasing software in use, media reports indicate that they are necessary. An example can be seen in the case of Palantir, a software company that was forced to pay up $1.7 million following a racial discrimination lawsuit in its recruitment process. This followed unconscious bias in its recruitment process. It is projected that using the de-biasing software would have allowed the company to avoid the lawsuit through ensuring that the recruitment process is objective and not subjective thus stopping unconscious bias (Folick, 2019). Recruiting Technologies Essay Sample
Do you feel like these new options are trends? Why or why not?
The two recruitment technologies are trends. That is because they address the inherent shortcomings in the recruitment process while keeping abreast with technology changes. The two technologies eliminate the human element from the recruitment process, ensuring that unconscious subjective bias is eliminated since AI takes over and uses logical tools. This ensures that the company is able to recruit the best candidates even as it is protected against discrimination and bias claims. Besides that, computer technology is increasingly become more prevalent and it is only reasonable for computers to be increasingly included in the recruitment process. Based on the two reasons, it will not be surprising for the two technologies to become trends.
References
Childress, L. (2018). 4 hot recruiting technologies that help you attract top candidates. Retrieved from https://www.glassdoor.com/employers/blog/hot-recruiting-technologies/
Folick, O. (2019). How AI can stop unconscious bias in recruiting. Retrieved from https://ideal.com/unconscious-bias/
Ideal (2019). A how-to guide for using a recruitment chatbot. Retrieved from https://ideal.com/recruitment-chatbot/
Recruiting Technologies Essay Sample