“When the war for talent is fought over the Internet, corporations will be won and lost over staffing technology.” (Phillips & Gully, 2015, p. 372)
In the advent of online recruitment and staffing, Chern’s must consider to automate Human Resource practices to sort through a astonishing amounts of applications, to find the most ideal candidate. With over 140 stores and around 19,000 full-time and part-time employees, Chern’s business must face a high yield of applications whenever there is a vacancy. Although Chern’s has access to post openings and can receive applications through email, which will keep cost low, this is not an effective method for Chern’s to track applications for being such a massive business. According to Phillips & Gully: “Using technology doesn’t merely mean using the Internet to source and recruit applicants, though. Databases and analytical software have made it substantially easier for companies to gather and organize volumes of information about applicants and employees throughout their careers,...” (Phillips & Gully,
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It is estimated that “large organizations spend an estimated 7 percent of their external recruitment budgets on applicant tracking systems”(Phillips & Gully, 2015, p. 372), but these organizations are conscious technologies such as PeopleSoft, SAP, and Oracle will not only reduce the cost but will also increase the speed of the hiring process and improve the company’s ability to match the best candidates to each position. Through the use of these technologies, Cherns can present candidates with a questionnaire during their application process to ask care questions that pertain to the job and company values. These questions can then automatically be score and ranked by the software to present the best
In “They’re Watching You at Work”, Don Peck argues for the use of big data and people analytics in the hiring process. He provides solid examples, evidence and reasoning to justify his claims that these new hiring practices improve the hiring process. He points out the inefficiencies of the traditional hiring methods – biases, high rates of attrition etc. – and shows in each case how new hiring practices can improve upon the old ones. His argument for using big data and people analytics in the hiring process is convincing and well supported; however, he does not discuss with the same depth the counter arguments against his claims, such as the intrinsic benefits of the traditional hiring process and unintended side-effects on society. His failure
Three realistic process and outcome goals that I feel would be valuable for Chern’s to in act for staffing of sales associates are:
Sam Nolan had proposed a new web-based job posting system for the organisation. The idea was to ease the hiring of personnel from within the organisation. The system would link Century’s managers, recruiters and the job applicants. This would lead to a lot of savings in terms of recruiting and training cost. Sam Nolan also gathered a project team to develop the idea. Later the project got endorsed by the executive vice-...
Rotman, David. "How Technology Is Destroying Jobs | MIT Technology Review." MIT Technology Review. N.p., 12 June 2013. Web. 24 Apr. 2014.
Psychometric Selection Tests can be defined as the process of measuring a candidate’s relevant strengths and weaknesses (Psych Press, 2014). These tests generally fall into two categories: Personality Tests and Aptitude/Ability tests. Companies pick and choose different topics to test potential candidates before the interview stage, this increases their efficiency as it aids them in reducing the time it takes to interview all applicants as the tests eliminate a large proportion of them that are deemed unfit for the job. The tests generally measure people’s problem solving abilities and their motivation, values, priorities and opinions in regard to different situations and tasks (Michael Page, 2014). In terms of personality, the tests can give the employer an indication of the candidate’s preferred learning style and character traits, which help the company place the candidate in job that is ideal for them. Using personality tests, employers can predict patterns of behaviour. For example, a person who is an extrovert is commonly social, confident and gregarious. As a result of these characteristics, they would probably be best suited to work as a salesman, receptionist or in customer services. Choosing the right candidate for a job is a critical decision. When placed in the wrong position, employees can be frustrated and it can lead to poor performance that puts the company in jeopardy (Buchanan & Huczynski, 2003). The tests themselves are taken under a strict time limit and most tests are completed at the candidates’ homes at their leisure. It has been argued that these tests are not a precise way of testing candidates since a lot of errors can occur. ...
Kennedy, Joyce L. and Thomas J. Morrow. Electronic Job Search Revolution. New York: John Wileyand Sons, Inc., 1994.
Marci’s first step was to fill out several forms to be considered for the position. After an employer systematically screens Marci’s forms and resume, then Marci will proceed to the following step, which in this case is a follow-up interview. Interviews are the most popular selection technique used by employers because it’s designed to predict potential job performance through interviewee responses. However, research suggests that interviewing job candidates does not accurately predicting future job performance, yet employees insist on using them because it allows them to interact with candidates on a personal level as opposed to relying merely on resumes. Another method that is used to predict future job performance is letters of recommendations. In Marci’s cases, she has provided letters of recommendation from her previous employers. Future bosses use this method to reassure that their perceptions of your work ethics are fairly accurate. Letters of recommendations have to ability to significantly strengthen or weaken employer’s opinions on your job performance. Finally, Marci took several tests to help identify whether or not Marci is the best match the position. Different tests are used by employers to assess candidates’ overall work performance. For instance, a cognitive abilities test is often used to measure candidates’ intelligence on general or specific cognitive
A. Technology Finally Advances HR. Workforce 79.1 (2000): 38. Academic Search Elite -. Web. The Web.
Are job seekers flocking to online search methods? Approximately 100,000 sites offer resume posting and classified ad services; estimates of the number of resumes on the Web range from 2.5 million (Pearce and Tuten 2001) to 20 million (Corsini ...
Working in today’s society has changed in the last few decades. The economy and technology are the main reasons for this change. The type of job and environment where one works has also changed. The fact that many people work from home via the internet has drastically changed the workforce and the environment surrounding it. With this change comes new demands, expectations, and opportunities for employers.
Psychometric tests are designed to measure the behaviour and capabilities of possible employees. (Johnstone, 1999). Employers use these tests to measure two categories of qualities – abilities and preferences (Mills et al., 2011). This provides an effective and efficient way to find the best person for the job as the tests give a true reflection of how an employee can accomplish assigned tasks which is completed online as part of the application process. Candidates are chosen for the next stage of the process through the comparison of test scores, resulting in grouping candidates into high and low percentile scoring categories. The higher scoring applicants are put through to the next stage of the process. This would normally be the interviewing stage. The lower scoring applicants would be declined. This is a form of filtering down the number of applicants, although the interviewing stage provides the means of selection, despite its subjectivity the tests provide a uniform set of standards to measure one candidate objectivity against another (Johnstone,1999). Psychometric
A Human Resource Management System (HRMS) or Human Resource Information System (HRIS) is a software application that combines many of the human resources functions, including benefits administration, payroll, recruiting and training, and performance analysis into one system (Bessler, 2011). This report will give an overview of these functions, our lining what processes are currently used to perform them, what technologies exist to help perform the specific function and then show how technology can be used to streamline, automate, integrate and even eliminate many of these processes thereby creating a more efficient role that can save any company time and money.
Finally, you develop an online survey to gather the predictive information from applicants. Then each candidate's biodata survey and resumes are screened electronically and given a score between zero and 100 based on how many of the top performance indicators each candidate possesses.
When it came to innovation for recruiting a large number of highly qualified people in a relatively short amount of time, an Atlantic City organization called Borgata Hotel Casino and Spa notably did. This creative organization faced the requirement to hire at least 5,000 employees, for all positions in order to support a 2002 room casino and resort. They resourcefully came up with a “recruitment campaign that resulted in 30,000 well-qualified job applicants.” They even deployed a “mobile unit that took teams of staffers to the streets of Atlantic City with laptops, bringing applications directly to the public.” Schadler, J. (2004). This was an impressive hybrid idea to me and a great use of today’s technology.
...oose from, however sorting through applications to remove unsuitable ones can be time consuming. The other negative is that you are only going to get people that are actively seeking. This is why they don’t just use this method. Another method is using social media. This method is effective because of how popular social media is today. It generates a wide reach and you can set it so certain people will see it, for example people living in certain areas, people of a certain age etc. This is very useful for NatureCare as they are looking for university graduates of at least 4-5 years ago. They can advertise to certain regions, or even people that have attended certain schools, such as UC. Social media recruiting is effective because it is not a high cost compared to traditional advertising and the hiring time can be reduced greatly.