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PROJECT OUTLINE:

RECRUITING SOFTWARE

Recruitment is a critical process in every organization. Both new and well-established market giants hire and fire employees at every dawn. Recruitment is a process through which a companies acquires new talents and employees.

Many of us have grown up believing that for recruitment to be successful, candidates must present themselves in offices with their printed resumes and application letters.

Thanks to software vendors and developers that have streamed markets with tools and software to make this process better. By the end of this project, we will all agree that digitalization and recruitment are two important concepts that companies should invest in.

Project Objectives

This project's main objective is to create a summary that evaluates the significance and necessity of recruiting software in companies. In an article by McCrory and Mueller (2017), recruiting software is a type of system that can be employed in Human Resource departments (HR) to handle the burdens of publishing job opportunities and attracting the most qualified talents for these vacant positions.

Given the challenges that companies face when recruiting new employees, this project aims at creating a solution to these challenges. Embracing technology is the only best solution for companies to reduce human errors and cut operation costs.

By the end of this project, both private and public companies shall be able understand the importance of digital recruitment.

Since internet became part of our lifestyle, no one still wants to be left behind in terms of technological advances. Today, you will find grade one kids auguring about the best online games platforms. What does this tell us; technology holds a very critical part in our lives.

Not only does individuals benefits from technology but also companies. Today, very few companies still call job applicants to walk to its premises to submit job application letters. Take a moment and think about this;

searching for a job online

Get one company with a vacancy that matches your experiences

Fill the application

Upload your resume and certifications

Get a notification of approval

Get a notification for an online interview

Get a congratulatory message with the date to report to work

Imagine all this without presenting yourself physically to the company? Isn’t that amazing?

Project Background

According to Kulkarni and Che (2019), recruiting processes can be tumultuous, high-priced, and time-consuming. With the ever-evolving technologies flooding industries every day, enterprises need customized, and automated channels to publish job adverts, receive job applications, and interview job applicants. I selected recruitment software in order to help simplify all these processes by subduing paperwork and making it more straightforward for companies to attract competent talents.

Lets look at a current scenario where Covid-19 has affected all businesses across the world. Business have closed doors and adopt online platforms to continue functioning. This explains why we need recruiting software. With or without physical operation in a company, new talents can still be acquired without any struggles.

Since last year, the whole world has been negatively affected with the coronavirus pandemic. Companies locked doors and shifted to online platforms as those without sufficient financial resources closed doors and went home to wait for things to get better. Those that remained operating still needed new employees. If there was no recruiting software, would have this companies waited for Covid to end before hiring new employees?

Recruiting software will help companies to;

Streamline recruitment processes

Reduce human errors like corruption

Reduce time spend in recruiting candidates

Reduce costs

Project Description

As we all know, employee recruitment employee is an expensive and involving process. This crisis is chiefly for those seeking employment, and the team in charge of this recruitment process (Shapovalova and Pavlov, 2021).

Job seekers sometimes get it challenging to access a company's physical premises to apply for a job or submit testimonials. Moreover, hiring officers and teams find it annoying when the job seekers queuing outside their office doors Monday to Monday, morning to evening, with folders asking for job opportunities.

To solve these hurdles, recruitment software will give companies a golden opportunity to digitalize all these procedures. Candidates will be able to submit their application online. Similarly, the hiring team wont have additional lockers to keep paper CVs safe and avoid loss of these documents until the recruitment process is completed.

Lets look at a simple example. Imagine Coca-Cola company is in need of an accountant with a degree in accounting. How many people do you think dream of working with this industry giant?

If this position has been declared vacant and give applicants a period of three months to submit their applications in hardcopy at the company’s headquarters, there will be congestion at the company’s gate and office doors. Leave alone the congestion, all this applicants will be carrying printed CVs, certificates, and application letter. By the end of this three months, the company would have collected CVs more that its HR team can store in the cabinets. In case the company is able to store these papers, how long will it take to retrieve each candidate’s copy?

This is why we need recruiting software: no congestion at office doors, no papers and folders to carry around. This will benefit both job applicants and the company in ensuring more reduced paperwork and queuing.

Participants and positive impacts to the participants

When it comes to implementing recruiting software, this project's leading participants are employment seekers, recruitment officers, and recruiting software developers. This project will result in both profitable and adversarial outcomes for the participants affected.

From a convincing perspective, recruiting software developers, professionals, and businesses will obtain monetary advantages from vending this software. On the same note, IT experts will get more job opportunities.

Moreover, financially stable institutions might gain political advantages for possessing the fiscal capability to employ this software. This means they will acquire economic power over their rivals.

We cannot all perceive technological changes in the same manner. Some people will benefit from the change while some may see it as a threat.

Some of the positive impacts of this project are:

Recruiting software vendors and developers will get more market as demand for the software will grow.

IT experts and specialists will get more job opportunities since companies will need experts to effectively use the software.

Industry giants with the financial resources to implement the software will gain competitive advantage over their rivals.

Participants and negative impacts to the participants

Any change, however good it may appear, it cannot satisfy everybody. The same applies to recruiting software, however reliable this project may seem, many people will still be affected.

One category of such people are employees in companies who work is handling paper work recruitment. Recruiting software is here to eliminate paper work, this means its here to eliminate some employees. Many people will loose their jobs. As a country, we will go back to singing the same crisis of increased rates of unemployment.

Companies without financial resources to implement this software will face stiff and unhealthy competition from their rivalries with the economic power.

As much as some people will see this as a savior, some will see it as a threat. No company can choose to keep employees whose work can be replaced by software and be performed even more better as compared to human. This means that some employees will have to be fired or assigned another jobs. Loosing your job or being shifted from your job to another job just because of a new trend in technology can be the headrest feeling ever for any employees.

With recruiting software:

Some people will loose jobs especially those who do not posses the required skills

Companies will have to hire new employees or train current employees to be able to work with the software, this means additional costs.

Under-developed companies will run into unplanned debts with the attempts to implement the software so at to be like their competitors.

Probable challenges

Recruitment software is a common term in the technology industry but not prevalent in all companies and institutions.

It might not be easy to collect sufficient statistics related to this project since not all individuals in corporations have ever worked with this software. Plus, many companies, mainly growing companies, may not be prepared to invest in this project due to the predicaments that could emerge from deploying this software.

For instance, organizations will be forced to outsource extra resources to secure innovative experts to manage this software or equip their present operators.

As a drift in technology, recruiting software will drive language to grow expressively diverse. Though, individuals will abandon their cultural linguistics and slants as they endeavor to embrace unfolding language styles.

Despite the fact that we live in a digital era, not all of us have any idea of these technology trends. This means this project must capture insights from both who understands and have interacted with this software and those who have not.

The data should also capture opinions from people who have or will benefit from this project and those who will be disadvantaged. This may be quite tricky.

Trying to get insights from an employee who was fired because the company implemented a technological tool may be difficult. This person might be bitter and talking ill about the technological innovation. This may make it hard to get enough data.

Probable challenges

Besides, there could be a lot of resistance from those who sees this project as a threat to their careers.

No employees will be willing to support this project while knowing that recruiting software might take away their jobs. For example, if a HR department has three secretaries without computer expertise as their main job is to receive paper CVs from candidates and sort them. If the company implements a recruiting software, it will have to hire new employees with computer expertise. Two or all of these secretaries will have to be fired or reassigned lower-paying manual jobs. If working on such a project, you need inputs from all those disadvantaged by the project and those benefited. Am sure facing any of these three secretaries will not be willing to give their vies, which means information shortage.

From the scenario stated above, it is an example of why collecting enough data for this problem might be difficult. Those that might benefit from this project may be bias to only talk about the positivity of the project. For example, a software developer may only praise how the project has increased software demand without mentioning how the software may affect the vulnerable.

In the same manner, those fired due to implementation of recruiting software may only account for how the software took away their jobs without considering how it can reform the technology industry.

It may be difficult to expect positive comments from someone negatively affected by a program, yet, it may be the best way to understand how to balance the negatives and positives of this project.

Probable Cost and Funding Sources

As precious as recruitment software costs, undertaking this project will not be price friendly.

This is essentially due to the fact that the technology industry is transforming every dawn.

This implies that I will have to remain updated with any technology shifts in the software market. I will also have to familiarize my self with the different types of recruiting software in the market. This means interacting with them and testing how they work.

No such services can be acquired at free prices, even so, friendly prices. This means more resources needed.

This could call for external sources of funding.

Technology is not a theoretical concept that you can print a book, give it to a company to read and acknowledge and adopt the trend. No, you need to show them and convince them that this is recruiting software and it will help you streamline your recruitment processes.

This shows that the project must be more involving, practical, and efficient. To achieve this, sufficient financial resources will be required.

Tips to remember

As long as the internet continues being part of our lifestyle, technology will continue evolving at a more rapid pace. This means companies will need to digitalize most of its activities.

Any technological trend comes with both negative and positive changes.

In developing software, software vendors should try to minimize the harms it might cause and maximize the benefits.

Before implementing or adopting any technological change, companies must first asses both the negative and positive impacts so as to implement strategies to create a balance between these two sides.

Recruiting software, just like any other technological tool, may mean both harm and good. The only way to remain digitalized and embrace technology is for:

The software developers to design tools aiming at maximizing benefits and minimizing harms

Companies must conduct reviews to understand how to minimize risks like firing employees and instead look for ways how this technology can benefit all stakeholders.

References

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

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

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