Technology and Writing
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ANNOTATED BIBLIOGRAPHY
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ANNOTATED BIBLIOGRAPHY
Title: Project Resources
Student Name: Afolabi Aibor
Institution Name: UMGC
Instructor: Dr. Christine Hansen
Date: 04/01/2021
Shapovalova, I., & Pavlov, A. (2021). Transformations in the Recruiting Services and Digitalization. In SHS Web of Conferences, 89 (2), 109-110. https://doi.org/10.1051/shsconf/20219304005
Employee recruitment is among the critical aspects of a prosperous corporation. No one can underrate the value of the best and powerful recruit. Primarily, recruiting refers to the activities involved in securing a new worker for an organization. Generally, it is one of the essential ventures of firms, as it is both a time- and money-consuming activity. Although, with the best hire, these individuals can make a difference in the firm. Digital recruiting, also referred to as e-recruitment, refers to the process of employing technology and internet-related tools for recruitment purposes intended to locate, draw, assess, interview and contract brand-new employees. Digital recruitment aims to make recruitment processes more dynamic, productive and less costly. E-recruitment can reach a broader scope of inherent candidates and expedite the selection means. This article will be resourceful in helping me understand the relationship between digitalization and recruiting and the variety of computerized tools that organizations can employ in their recruitment processes (Shapovalova and Pavlov, 2021).
McCrory, M., & Mueller, D. (2017). Whole Picture: Recruitment: From Paperwork to “People Work" Featuring the Personal Applicant Tracking System. Public Personnel Management, 29(4), 505–510. https://doi.org/10.1177/009102600002900408
All Human resource departments of both small and big companies can hire employees, but not all of them employ effective hiring processes. In an article by McCrory and Mueller, effective recruitment implies that the individual hired for the work position is the best potential applicant for it, with all the expected abilities, skills, and eligibilities of the job. Efficient recruiting is a crucial element of a thriving firm as picking the wrong candidate may cost lots of cash, time, and human resources. Compelling recruitment designates more than choosing the best fit for the position. A secure and effective hiring process can lessen expenses, magnify a firm's prominence both from a business and applicant prospect, and guarantee that the truly most qualified talents are recognized, hired, and brought into the company. Effective recruitment can boost a business to attain more accelerated rates of advancement and growth. Modernized, effective recruitment means produce higher-quality, more committed recruits, presenting a competitive advantage that directly influences your company’s performance. This article will enable me to understand the concept of effective recruitment and its importance. McCrory and Mueller, 2017).
DiRomualdo, A., El-Khoury, D. and Girimonte, F. (2018). HR in the digital age: how digital technology will change HR’s organization structure, processes and roles. Strategic HR Review, 17(5), 234-242. https://doi.org/10.1108/SHR-08-2018-0074
In their article, DiRomualdoet al. (2018) conclude that securing the most skilled employees has never been as challenging as it is currently. Junior employees are leaving their jobs left, right, and center, Generations are becoming self-employed and free agents, and Generation Z has barely just begun to join the workforce. At the same time, we have perceived a digital reconstruction transpiring that we are reckoned to remain at its peak. Merchants ancient and modern are launching all sorts of recruitment software and computerized devices at us, seeking to ease our hiring processes. Unnecessary to state, it can be pretty challenging to conclude which recruitment processes suit your firm's budget, let alone remaining updated on the ones emerging and evolving at every dawn. Presently, there exist many businesses that concentrate on digitalization employed to hiring. These organizations own recruitment tools for both themselves and employment prospects, and some of them have pulled a surpassing deal of attention. This article will help me understand recruitment techniques that businesses in these modern days adopt and whether they employ digitalization in these processes.
Kulkarni, S.B. & Che, X. (2019). Intelligent Software Tools for Recruiting. Journal of International Technology and Information Management, 28 (2). https://scholarworks.lib.csusb.edu/jitim/vol28/iss2/1
Talent procurement offices should evaluate their recruitment processes and understand the latest innovative tools out there to assist them in succeeding in today's applicant-based and budget-conscious markets. Recruitment software is a software tool employed by recruiters, skill procuring experts, and recruitment directors to simplify or automate some sections of the hiring process, including tasks like finding, picking, assessing, and interviewing job applicants (Kulkarni and Che, 2019). The most popular software tools applied in recruiting are Applicant Tracking Systems, Customer Relationship Management Systems, and interviewing software. An applicant tracking system (ATS) is the primary core for evaluating work candidates, from preparing job adverts, checking CVs, and following interviews. The bulk of CVs collected for ordinary position adverts has made the applicant tracking system standard. 95% of firms who utilize an applicant tracking system record that they enhanced their recruitment processes. This article will help me understand the standard recruiting software tools in the market today and those commonly used.
Vedapradha, R., Hariharan, R., & Shivakami, R. (2019). Artificial Intelligence: A Technological Prototype in Recruitment. Journal of Service Science and Management, 12(03), 382. Retrieved from http://www.scirp.org/journal/PaperInformation.aspx?PaperID=91773&#abstract
According to Vedapradha et al. (2019), Artificial intelligence is the overarching science of creating creative tools and brilliant computer applications. Artificial Intelligence tools execute jobs that need the exact features of the human mind, including decision-making, visual and language perception, and interpretation. Artificial intelligence is one of the best technologies in developing recruitment software. Vedapradha et al. (2019) define Artificial Intelligence for recruitment as applying artificial intelligence with an immanent critique that assists hiring teams in automating the recruitment processes. From distinguishing talents to modeling behavioral evaluations of applicants to salary classification. Artificial intelligence recruitment lessens the workload for the hiring teams by automating all the mundane tasks. With Artificial Intelligence-based recruiting, companies can improve candidates' quality, mitigate monotonous processes and manage time and other resources efficiently. It will also enable hiring the most qualified talents based on authentic potentials and conquer prejudice. Artificial Intelligence recruitment is not only advantageous for the company and its hiring teams, but it is also crucial to improve the candidate's participation. This research study will help me understand Artificial Intelligence and the part Artificial Intelligence plays in developing efficient recruiting software.
Fernández-Martínez, C., & Fernández, A. (2020). AI and recruiting software: Ethical and legal implications. Paladyn, Journal of Behavioral Robotics, 11(1), 199-216. https://doi.org/10.1515/pjbr-2020-0030
Whilst the use of Artificial Intelligence and recruiting software in the recruitment process may have its advantages, it also shreds away regards for humanity, diminishing a human recruiter to a clique of subtitles. The computerization of Human Resource processes could drive to inherent humane, ethical, and legal entanglements that cannot be overlooked. In various nations, corporations are not authorized to ask an applicant's age during hiring. Generally, America's law has been especially protecting the racial inequalities and bias in the workplace (the Civil Rights Act, 1964, prohibits "inappropriately dividing or separating workers by ethnicity"). And still, even as these laws subsist to conquer workplace biases, businesses are given more and added liberty to customize their operations (Fernández-Martínez and Fernández, 2020). It may be unsafe to impulsively pursue the utilization of Artificial Intelligence in recruitment. This article will help me in understanding the ethical and legal implications related to employing Artificial Intelligence and recruiting software in the recruitment process.