A STUDY INTO RECRUITMENT AND SELECTION METHOD DEPLOYED IN GROWING INDIAN INFORMATION TECHNOLOGY
INTRODUCTION
Until date, little study has been done on the influence of e-recruitment on Recruitment and selection, like every other part of business today, is dependent on speed and accuracy. With a growing number of competent candidates vying for a shrinking pool of available positions, HR professionals must devise methods for efficiently sorting through applications while properly picking the top individuals. New technology may be able to assist, perhaps speeding up the procedure.
It is possible to make the claim that the field of new technologies and personnel policy is attempting to keep up with new developments at a remarkable and converging rate. In order to change the function of human resource management in a firm, the whole enterprise strategy must be adjusted.
Recruitment
Recruitment, selection, and work execution are the three main processes in personnel selection. A well-run recruiting and selection process is critical for the company since it allows for in-depth and objective verification of candidates' ability to satisfy their employer's expectations, which leads to employment. The essential job and aim of the personnel selection team is to choose a person who fits all requirements and is plainly suited for a certain position, not the process itself.
An increasing number of human resource practitioners understand that their difficult and frequently repetitive work may be aided or even totally replaced by instruments from the realm of contemporary technology. Many businesses utilize online knowledge management systems to hire staff, taking use of the benefits of the World Wide Web. These are known as e-recruitment systems, and they automate the process of posting jobs and receiving CVs.
E-recruitment technologies have grown rapidly in recent years, allowing HR agencies and departments to reach a large number of people at a cheap cost. Several e-recruitment systems have been presented with the goal of automating and speeding up the recruitment process, resulting in a better overall user experience and increased efficiency.
Little thought has been paid to the influence of technology on the whole recruitment process. As a result, the primary goal of this article is to examine how modern technology has changed the recruiting process as a whole. The case study approach will be used.
The article is organized as follows: the first section contains a review of the literature on recruitment and selection, as well as a full explanation of video-recruitment. The process is then described. The findings are provided in relation to presenting changes in the design of the recruiting process, followed by the benefits and drawbacks of e-recruitment. Finally, conclusions are reached.
STATEMENT OF PROBLEM
Quality resources must be used in order for an industry to thrive and develop in the economy. The importance of quality in selecting the appropriate human inputs for IT sector success cannot be overstated. The activity of recruiting and selection is in charge of ensuring the availability of high-quality IT specialists.
With this backdrop, the need of studying and analyzing the IT industry's recruiting and selection process as a critical function of HRM in order to feed with a quality staff is clear.
OBJECTIVES OF THE STUDY
- To understand the recruitment and selection process with respect to IT industry
- To compare the practiced process with the theoretical process
- To find out the quality of the professional hired
- To gain a practical exposure and hands-on experience of the recruitment and selection process.
- To study the recruitment models of the IT industry.
- To assess the effectiveness of the process practiced by IT companies.
- To recommend suitable recommendations, if any, based on the findings.
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