As technology advances in recruitment and selection, it not only allows job seekers more options to find a career, it also allows companies to streamline their hiring processes. Because of technology, organizations get hundreds, sometimes thousands of resumes on a daily basis. There's a need to organize the massive amounts of applications received, so most companies use a variety of technologies to assist them.
Internet Job Boards
As soon as the Internet became available, Internet job boards were created to provide a place for employers to post openings, and job seekers to find openings at the touch of a button. Internet job boards also allow job seekers to post their resume online, so employers can view their resume and seek out candidates qualified for openings within their organization.
A variety of Internet job boards host career opportunities and resume databases across all industries. The most popular internet job boards include CareerBuilder, Monster and HotJobs. Some internet job boards, including Flipdog and Indeed, use technology that scans the web to find job openings all over the Internet to provide a single resource for jobs seekers.
Other resources such as Dice, NetTemps and EngCen provide industry specific job listings, including information technology, administrative and engineering professions. These types of Internet job boards are good resources to find candidates who are not only looking for those types of careers, but also stays in touch with a community that focuses on a specific industry.
Resume Databases and Applicant Tracking Technology
Most organizations now use resume databases to help streamline their recruiting and selection process. Resume databases can include installable and web-enabled software. Applications are sent directly to the resume database, and companies run queries to find applicants qualified for job openings. Queries can include a variety of specified requirements, such as salary expectations, keywords, educational requirements and when the resume was submitted to narrow their search.
Resume databases are useful because they save all resumes and applications for each job opening, allowing companies to track information from candidates who have submitted their information. In most cases, this type of software allows an organization to set up interviews with template emails, schedule interview dates and times, and also send template emails to all candidates who applied but were not selected for the job opening. This saves time and money by not having to manually review and track resumes.
Online Testing and Assessments
Online testing and assessments are used to allow companies to assess a candidate's skill and personality. Many organizations use these technologies to help with the selection process by applying these assessments even before they set up an interview with a candidate. After assessments are completed, a company can chose a smaller amount of candidates to bring in for an interview.
Online testing can include technical, administrative and academic assessments. Online assessments often involve evaluating a candidates personality. Some organizations feel that certain personality traits excel in certain jobs.
Some online testing and assessments can be customized to fit specific criteria, and customized for different positions within an organization that require different skills.
Combined Technologies to Assist in the Recruiting & Selection Process
Some technologies offer combined software to receive, track, test and assess applicants to narrow down the selection before the applicants' information is reviewed by the organization. In most cases, this technology includes declining an application if the candidate is not qualified for the position, even before the organization views the candidate's resume.
This software often has templates that can be customized to the organization's needs, and keeps candidates informed of their status in the selection process.
This type of technology offers a streamlined process for the organization, saving time and money.
How to Choose Technology for Recruiting and Selection
There are plenty of technologies available for recruitment and selection. Most of these technologies are costly, so cost and budget analysis should be considered in making a decision. Selecting a technology should be taken seriously, and in most cases, should involve human resources, recruiting and hiring managers in the organization to find a technology that fits the entire organization's needs.
In most cases, these types of technology are invaluable to a company, because they save time and money, so overall those costs can add value to an organization over time.
As with any technology, there can be glitches, and sometimes a qualified candidate can be overlooked for several reasons. When using technology that offers many options to streamline recruiting and selection processes, it's necessary to set up training and best practices for the software. This will ensure proper use and optimal results of the recruitment and selection technology.