Impact of Technology on Recruitment and Selection Process - Essay Example

45-89). Therefore, there have always been new methods and techniques of recruitment as the time changes. Recruitments in the past and in the present have different aspects but still the motive of both remains one, which is to get the best out of thousands. In the past, companies used to advertise vacant positions through newspaper, internal recruitment, or through simple postings in the main plant. Mostly, the most qualified applicants would not be aware of these job vacancies, so the companies often having no other option had to fill the positions with people that did not have sufficient qualification and skills to cope up with requirements of the position (Bergiel, 2008, pp. 20-78). Today in the world of corporate organizations, technology has captured a huge attention and importance.

It has acquired this much attention because of its vast and diversified applications that organizations can utilize to make minimal use of capital to make maximum amount of capital. Technology processes and methods are often very flexible, automatic and give quick responses. Technology can record, communicate, and react to a number of data put in by users. It can help organizations in number of processes such as inventory cycles, advertising, financial statements, and other financial processes, record keeping of customers and employees and managing information.

Now companies have also started using technology in recruitment process through websites, online portals etc. One of the major advantages of technology is ease and flexibility in recruitment process of organizations. This paper will discuss in detail about the impacts of technology on recruitment (Bowen, 1986, pp. 371-383). Firstly, there are five types of recruitments. In-house recruitment and recruiters look for executives and other top positions. Besides, niche agencies take care of specialized recruitment, employment agencies and job search engines or recruitment websites.

Using technology, all kind of recruitment agencies and employers allow job portals on websites to advertise their open position so that job seekers can see it and submit their resume. Online job search engines have various pricing models; advertisement is there on each job listing. The companies pay money to Job Search Engines for every click on their advertisements (Cascio, 2003, pp. 20-89). The most common method of advertising is still rooted in location, resume views, and duration of the job posting.

Some niche engines generate income merely from advertisements because people large number of people is always in the search of good jobs. For this reason, they look into every option available and click on every advertisement they see. Due to current global recession, employers usually get large number of applications for advertised positions and find it difficult to handle all of them and find the best one. For this reason, some of the organizations such as IBM and Volkswagen have created certain web forms for receiving applications.

In these web forms, applicants enter their basic information, which the company requires in order to preselect the candidates (Dineen, Ash, and Noe, 2002, pp. 723-734). Based on this information, companies preselect few candidates with an automated system. After this employers proof the testimonials of experience and education, they