Introduction
The use of technology and social media in hiring has become increasingly popular in recent years. With the rise of social media platforms and online job boards, employers have access to a vast pool of candidates worldwide. Technology has also made it easier for employers to screen and evaluate candidates, as well as communicate with them throughout the hiring process.
Benefits of Technology Use for Hiring
One of the primary benefits of using technology in the hiring process is that it allows employers to cast a wider net when searching for candidates. Online job boards, such as LinkedIn, Indeed, and Glassdoor, enable employers to post job openings and reach a broader audience than traditional methods, including newspaper ads and word-of-mouth referrals (Harris, 2021). This means employers can attract candidates from diverse geographic locations and with varying levels of experience.
Social media platforms, such as Facebook, Twitter, and Instagram, also enable employers to connect with potential candidates. Many job seekers use social media to network and search for job opportunities, so employers who maintain an active presence can connect with a broader range of candidates (Harris, 2021). Employers can also use social media to advertise job openings and showcase their company culture, which can help attract candidates who are a good fit for the organization.
Technology has simplified the process for employers to assess and review job applicants. Many online job boards allow employers to filter resumes based on specific criteria such as education, experience, and skills. This means employers can quickly identify candidates who meet their requirements and eliminate those who do not (Harris, 2021). Some companies also use software programs that analyze resumes and cover letters to identify keywords that match the job description.
Moreover, social media can also be a valuable tool for screening candidates. Employers can review candidates’ social media profiles to gain insight into their personality, interests, and communication skills. However, it is essential to note that using social media to screen candidates can be risky, as it may reveal information that is not relevant to the job or that could be used to discriminate against the candidate. Technology has made it easier for employers to communicate with candidates throughout the hiring process. Email, video conferencing, and messaging apps such as Slack and WhatsApp. They allow employers to stay in touch with candidates and provide updates on the status of their applications (Harris, 2021). This can help to build a positive relationship with candidates and improve the overall candidate experience.
Statistics show that over 75 percent of employers use the above-mentioned technologies and tools. At the same time, this platform serves as the foundation for further enhancements in online recruitment. Thus, social networks are gradually becoming the basis for forming and developing referral recruitment (Harris, 2021). The latter consists of employees who have worked in a particular company for an extended period, contact graduates of specialized institutions, or members of professional communities to recommend a place in their organization (Grossman, 2019). Advanced search algorithms utilize multiple criteria to identify the target audience more efficiently and accurately on the Internet.
Increasingly, social networks and platforms offer the ability to search by keywords and phrases. Even social networks like Instagram, whose navigation among users was previously based solely on single hashtags and geolocation, now enable recruiters to find potential employees by area of activity and keywords (Harris, 2021). This direction is quite promising because the average level of training and qualification of people picked up with the help of abstraction is 40% higher than that achieved with traditional methods.
As part of technology recruitment, the development of platforms that enable the organization of multifunctional conferences cannot be overlooked. By the onset of the pandemic, only a few companies, such as Zoom and Google, could utilize interactive whiteboards for online charting (Harris, 2021). However, a few years later, this feature began to be incorporated into other programs that implemented video conferencing.
Moreover, the interactive boards, such as the Miro board, allowed all participants to organize audio and video communication. This feature enables managers to translate numerous tests and conversations, which were previously possible only through personal observation and the joint completion of various forms, into an online mode (Harris, 2021). Written work is no longer an obstacle to remote communication, saving time (Alder & Dinnen, 2022). This is due to the emergence and spread of tablets with a highly developed display and the ability to take high-quality notes in manual mode, which do not differ in appearance from handwritten notes.
These technological advances are becoming part of an inclusive hiring style, as they allow an even greater percentage of people with disabilities to be engaged in the workplace. On the legislative side, improvements in technology are actively supported by various regulations that allow companies and potential employees to enter all documents online using electronic signatures (Burke & Cooper, 2018). The only cause for concern is that many recruiters are not prepared to work with complex programs and learn constant updates (Harris, 2021). Managers need to assess their readiness for ongoing IT education, which is essential for their work.
Limitations of Technological Approach to Hiring
However, there are some potential drawbacks to using technology and social media in the hiring process. One concern is that relying too heavily on technology can lead to a lack of personal interaction between employers and candidates. This can make it more challenging to assess a candidate’s soft skills, such as their ability to work in a team or communicate effectively (Harris, 2021).
Another concern is that using social media to screen candidates can lead to bias and discrimination. Employers may inadvertently discriminate against candidates based on factors such as their age, race, gender, or religion. Employers must be aware of these risks and take steps to mitigate them, such as developing clear guidelines for using social media in the hiring process and training recruiters and managers on unconscious bias.
Conclusion
In conclusion, using technology and social media in hiring has both benefits and drawbacks. While it can help employers to reach a wider pool of candidates, screen resumes more efficiently, and communicate with candidates more effectively, it is essential to be aware of the potential risks and take steps to mitigate them. Ultimately, the key to successful hiring is striking the right balance between technology and personal interaction, utilizing technology as a tool rather than a replacement for human judgment.
References
Alder, M., & Dinnen, M. (2022). Digital talent: Find, recruit and retain the people your business needs in a world of digital transformation. KoganPage.
Burke, R. J., & Cooper, C. L. (2018). Building more effective organizations: HR management and performance in practice. Cambridge University Press.
Grossman, K. W. (2019). HR technologies: Identify and evaluate technology for the world of work. Sage.
Harris, S. (2021). Introduction to HR technologies: Understand how to use technology to improve performance and processes. Kogan Page, Limited.