Technology & recruiting 101: how it works and where it’s going
| DOI | https://doi.org/10.1108/SHR-12-2017-0083 |
| Published date | 12 February 2018 |
| Pages | 50-52 |
| Date | 12 February 2018 |
| Author | Corissa Leong |
| Subject Matter | HR & organizational behaviour,Employee behaviour |
e-HR
Technology & recruiting 101: how it works
and where it’s going
Corissa Leong
In recent years, the development
of new technologies has allowed
Human Resource (HR)
professionals to automateand
streamline business functions
surrounding recruiting new
employees for a company, including
applicant tracking, onboarding,
performance reviews, compensation
management and career
development.
Although we have seen a significant
improvement in recruitment systems,
many HR professionals still find the
end-to-end cycle to be a tedious part
of their daily activities. For example,
recruiters are responsible for
reviewing incoming resumesand
applications, and then scheduling
phone interviews to determine
whether an applicant is qualified for
an onsite interview. Depending on
how many applications a recruiter
receives, this process alone could
take as long as two weeks. By
removing some of the manual work
required, automated systemsallow
recruiters to focus on bringing in
quality candidates rather than
spending their time with time-
consuming administrativetasks.
More advanced technologies are
currently making their way to the
marketplace to help HR professionals
eliminate even more menial work by
tracking incoming applications,
screening potential candidates’
resumes, sending out automatic
emails and reminders, scheduling
interviews, updating a candidate’s
status as they move forward with the
hiring process, sending out offers,
closing the role, and finally sending
out thank you notes oncethe role is
closed.
In the near future, through the use of
data analysis, companies will be
able to leverage Artificial Intelligence
(AI) technology for recruitment. One
way Fareportal has already started
integrating this process is with the
development of the “Resume
Scorer”, an innovative tool which
analyzes key content from a job
posting, such as required skills or
experience, and compares it against
a candidate’s resume. With that
information, it allows HR
professionals – such as myself – to
focus their efforts on connecting with
the top-scoring candidates
immediately, rather than having to sit
and review resumes.
The next step in the development
process will be to program the
system to recognize and prioritize
top-scoring candidates and to
automatically send out a daily report
of the top-scoring candidates and a
dashboard on candidate status. This
next phase, combined with The
Resume Scorer, will save recruiters a
significant amount of time that they
currently spend sifting through
resumes and preparing individual
status reports for hiring managers on
pending roles or on specific
candidates in the interview process.
PAGE 50 jSTRATEGIC HR REVIEW jVOL. 17 NO. 1 2018, pp. 50-52, ©Emerald Publishing Limited, ISSN 1475-4398 DOI 10.1108/SHR-12-2017-0083
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