Research Project Title

Digital technology and its impact on increasing the effectiveness of recruitment in human resources department work.

Background of the topic:

In the information age and with following the evolution of work, there are intelligent processes, which have been made possible by the explosion of digital technologies and which are set to reinvent much of the way that businesses are run in as soon as the next five years. Where intelligent processes create a virtuous cycle of constant improvement.

Many businesses cannot even function without the use of computer technology. This impact is seen in nearly all areas of business, including human resources. the improved means of communication, technological advancements, computer and internet have brought the horizons closers and changed the functioning of the business world in a great way. Many business functions can be performed speedily and with much more accuracy with the aid of computers and the Internet.

Digital technologies make it possible to identify opportunities for adaptation, analyze the trade-offs and then adapt faster and more efficiently. By introducing the ability to continuously sense internal operations and external market conditions and to analyze variations quickly, it is important, intelligent processes help companies break free from traditional approaches to the organization of work. In fact, through this technology, managers and employees are now operating in analytical roles monitoring daily activity in an effort to harness and capitalize on data as it surfaces. The process pushes responsibilities to those who truly understand the clientele, using technology that relays crucial information at a rapid pace.

The growing use of information technology in human resource has significantly increased the efficiency of HR management activities and processes, increased their speediness and reduced cost. It has created an effective and efficient communication system, employee engagement, talent management, employee development, performance management, Human Resource Management is no longer limited to recruitment and training. It has become an indispensable part of every organization. Technology and HRM both are closely associated to each other.  (Electronic Human Resource Management: challenges in the digital era, n.d.)

Technology changes the way HR departments contact employees, store files and analyze employee performance. Used well, technology makes HR practices more efficient. When used poorly, it can get in the way of managing the company’s human resources. Good HR practices maximize the benefits and minimize the problems.  (technology-impact-hr-practices, n.d.)

The application of digital technology has led to major shifts in business. The most important of these transformations: The decrease in the need for the human element and the possibility of replacing it with automated processes. The estimate indicates that between 45% and 47% of current jobs can eventually be lost to automation (future of work 2017). The destruction of many of the traditional jobs, but on the other hand, many new jobs were created: the fourth industrial revolution is due to changes in business models. The “future jobs” estimate indicates industries will require new skills of workers and will lose 7.1 million jobs between 2015 and 2020 (World Economic Forum) But in return for that will show new work that will reduce the global unemployment rate, 200 million people were unemployed globally in 2016. In contrast there is a need for more than 300 million jobs by 2020 (ILO) New jobs will need new skills. New approaches to job creation and skills development should be taken. For example, British organizations use 51% digital technology to attract and select staff (parry,, 2007). For human resources work.

Organizations benefit from increased use of digital technology in the workplace through increased productivity, cost savings, a more mobile workforce, and overall increased flexibility and adaptability, and employees become more comfortable working on their own devices, rather than meeting face-to-face or having to enter the office. Knowledge technologies also create new jobs for those with data science and analytical skills Websites such as Glassdoor, LinkedIn, Facebook, and others are not only increasing transparency around the company’s workplace; it makes it easier for employees to learn more about new jobs within the company they like and get information about the company’s culture.

The technology helped the non-profit organizations in different ways. One of the ways is the cloud technology, and this tool helped the teams in the non-profit organizations to internally communicate, and also to use the information and data wherever they are. This helped those organization to reduce their costs and to easily do their tasks (Boles, 2013).

With the advent of the internet, social media, and high-tech applicant tracking systems, a world that was once dominated by a reliance on prospective employees haphazardly finding your company, now requires employers to take a proactive approach to find and source candidates by pushing their brand, casting the net, and funneling down the candidate pool to find the best and right candidates, not just for each individual job posting, but for the company as a whole.

According to Career Builder, job seekers use 18 different sources when prospecting. cites that 98 percent of professionals won’t even consider an employer that lacks a LinkedIn company page
Technology is absolutely crucial at every point in the hiring funnel, but when companies are seeing the number of applicants reaching tens of thousands in a single month, it’s impossible to manually review and rank candidates based on their resumes. It’s imperative for recruiters to rely on their applicant tracking system to help narrow the number of candidates on the front-end by targeting certain demographics they can also help recruiters move further down the funnel through key word searches, automated assessments and phone interviews, and skill assessments, to name a few Technology makes it easier than ever for HR professionals to quickly and cost effectively create a shortlist of the most qualified candidates that can then be passed on to the hiring manager.

One recent innovation in online recruitment is the use of syndicated display advertising technologies (on-line media) to put job postings in front of more job candidates. These advertisements are generated dynamically and automatically distributed to a targeted audience across many web sites (, n.d.).

Behavioral target networks use cookie-based targeting to look at behaviors that demonstrate an interest in a particular career,” says Joran Lawrence, senior product manager for Monster Career Ad Network® (CAN), which collects this anonymous data.

Our customers want to address a select audience,” says Lawrence. “If they post a nursing job, they don’t need to get in front of all of the 68 Million Americans that Career Ad Network® reaches, but just those people in the targeted region who have an interest in nursing. The ad is presented to relevant seekers on whatever website they’re on,” from thematically related sites like to geographically-oriented sites like
This targeted advertising extends the reach of the job posting and can lure candidates who aren’t actively looking for an open position on a job board. Rather than investing substantial time and money to plan an advertising campaign, design ads, and buy media, the employer simply signs up to have the targeted ad generated from their job opening.

Behaviorally-targeted ads have proven effective in increasing views of job postings. Monster Career Ad Network® on average increases views of linked job postings by 40 percent to 100 percent for an ad that runs for 30 days.

What does the future hold for targeted advertising as a recruiting tool? “As we use semantic search to aid job seekers, we will use ontology [categorization] to make career advertising more powerful,” Lawrence says.
Now requires employers to take a proactive approach to find and source candidates by pushing their brand, casting the net, and funneling down the candidate pool to find the best and right candidates, not just for each individual job posting, but for the company as a whole.  (, n.d.).

According to Career Builder, job seekers use 18 different sources when prospecting. cites that 98 percent of professionals won’t even consider an employer that lacks a LinkedIn company page.  (HR tech outlook, n.d.).

A key benefit of digital recruitment is the ability to use the power of social media in a highly targeted way, to focus only on the target demographic. With the right in-house knowledge and infrastructure, social media can be targeted at those in a specific age range, gender, geographical location and interest level of the topic in question with excellent response rates. Facebook and Twitter have massive potential, with many posts reaching up to 20,000 views overnight and bringing in excellent response rates across all manner of topics. Social media also has the potential to become a live recruitment and interviewing platform itself.  (Quirks, n.d.).

In conclusion, it’s critical to build a recruitment campaign that suits the required target and gives the best chance of reaching them quickly and effectively. There is, however, no doubt that the additional use of digital recruitment methods, correctly combined with traditional techniques, can hugely improve the process of recruitment and selection with great effectiveness in human resources section and enhances its role.


World Economic Forum – How technology will change the way we work: will-change-theway-we-work/

Fast and Furious: How Digital Technologies are changing the way we work:

How Does Technology Impact HR Practices:

Electronic Human Resource Management: challenges in the digital era:

Qualitative recruitment in a digital world:

The growing impact of technology on recruitment:

How Technology is Changing the Recruiting Landscape:

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