Using digital technologies in the recruitment and selection process

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Using digital technologies in the recruitment and selection process

Tetiana Olshevska

Master's student, Department of Innovation and Investment Management Taras Shevchenko National University of Kyiv, Ukraine

Vasyl Pryimak

PhD, Associate Professor, Department of Innovation and Investment Management Taras Shevchenko National University of Kyiv, Ukraine

In the 21st century, with the development of globalization processes, the competition for talent between organizations is growing larger and larger. It is no longer enough to provide acceptable working conditions, decent salaries and use the latest methods of staff motivation and engagement. The first contact with potential employees, i.e. recruiting, plays an ever greater role in creating and maintaining the company's image, attracting the best specialists to the company, etc. In addition, it is important for employers to optimize the work of recruitment specialists: to speed up and simplify tasks, reduce recruitment costs, and automate routine processes. The use of digital technologies can solve both challenges for companies [1]. digital technologies personnel

Digital technologies in the recruitment context are the use of automated systems, various web resources and information systems to digitalize recruitment and selection processes, in particular:

1. ATS (Applicant Tracking System) - an applicant tracking system. The functionality of such systems varies greatly, but basically, they help to keep records of candidates, schedule interviews, collect feedback after interviews, gather statistics, generate analytical reports on closing a vacancy, etc. The most popular ones are Hurma, BambooHR, Workable, Personio, and Oracle HCM [2]. Each of them has a number of advantages and disadvantages, different features and work specificity, so each employer chooses the one that aligns with the company's goals. Notably, ATS systems are one of the key tools of a recruiter, as all the necessary information about candidates, the recruitment and selection process, and the vacancies is digitally stored in this system. Thus, company executives, HR departments, stakeholders - everyone can get access to up-to-date information on recruitment processes.

2. Social networks. Today, the majority of the working population uses social networks: professional or personal. In order to get closer to the candidate, companies publish their vacancies and promote their employer branding through advertising, digital communities, and company pages on social media, including video presentations of the company and vacancies on TikTok, posts with tips for job seekers on Instagram and Facebook, interviews on professional topics and company statistics on Linkedin, etc. Among the companies that use this tool are McDonald's, Google, Shopify, and Amazon [3]. At the same time, job boards such as indeed.com, work.ua, rabota.ua, and others are not losing their popularity.

3. Chatbots. The classical definition of a chatbot is a computer program that processes a user's human-entered query and generates relevant answers that are then sent back to the user. The use of chatbots optimizes the filtering of specialists, improves the candidate's experience, collects useful statistics, organizes interviews, etc.

4. Specialized mobile applications. Mobile phones are seen as the main tool for job search (89% of job seekers), and 45% of respondents use mobile devices every day to search for a job [5]. There are several mobile applications that can be used for recruitment and selection purposes, namely:

• Resume Matching - searching the database of resumes of candidates who best meet the requirements for a vacancy;

• Job Standardization - allows determining the validity of the advertised position with all its characteristics (job description, salary, hiring policies);

• Employee Faint Risk Prediction - makes a forecast of the risk of dismissal of the most valuable employees [6].

On the other hand, candidates can also use mobile applications to search for jobs:

• LinkedIn Job Search App--an application that allows browsing job openings, sorting by various filters, publishing resumes and receiving notifications from potential employers;

• Indeed Job Search - an application that aggregates jobs from various sources according to specified filters, allows attaching a resume and cover letter to jobs, informs users about new opportunities, offers reminders and saves jobs that are interesting to users.

5. Artificial Intelligence. Artificial intelligence technologies allow companies to assess not only the results but also the candidates' behaviour during the selection process. AI can be used to create a complex candidate profile, which then emphasizes the factors that distinguish each candidate based on their suitability for the position [5]. AI recruiting technologies allow screening applications, as well as conducting digital interviews with further analysis of answers, the vocabulary used, honesty, facial expressions, and the psychophysiological personality of candidates.

Companies need to focus on the job search methods chosen by the majority of the working population. At this moment, most professionals belong to Generation Y, who are looking for opportunities on the Internet using digital communications [7]. Therefore, the use of digital technologies by employers is becoming a crucial factor in recruitment. Companies need to monitor and implement more and more new technologies to win the war for talents.

References

1. Миколайчук І. П. & Шома М.С. (2022). Інноваційні технології рекрутингу в HR-менеджменті. WayScience (3), 337-339.

2. Кравчук О. І., Варіс О. І. & Бідна Т.О. (2021). Цифрові технології рекрутингу персоналу. Маркетинг і цифрові технології (5), 92-110.

3. Козій Х.В. (2022). Застосування цифрових технологій при рекрутингу. Молодіжна наука у контексті суспільно-економічного розвитку країни (4), 147-151.

4. Вонберг Т.В. & Головко А.А. (2020). Рекрутинг персоналу в епоху діджиталізації. БізнесІнформ (б), 313-318.

5. Gigauri I., Gulua E. & Mushkudiani Z. (2020). Current Advances In Digital Recruitment Of Human Resources And Its Potential For Companies. SEU & Science, 30-49.

6. Водянка Л.Д., Ратушняк Д.В. & Лусте О.О. (2022). Інноваційні методи підбору персоналу в умовах диджиталізації. БізнесІнформ (1), 403-409.

7. Dalessandro C. (2018). Recruitment Tools for Reaching Millennials: The Digital Difference. International Journal of Qualitative Methods (17), 1-7.

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