Automation in Recruitment: A New Frontier

Abstract

The case is about the urge for improving the processes and utilizing technologies available in market for Human Resource Management Services especially in recruitment. The dilemma in the case is whether the company should opt for automation or not. And if the company is adopting automation to support workforce planning and recruitment functions, is the company ready for the same. The HR industry at large is aware of the challenges faced by the recruitment teams in terms of the various hiring functions involving sales engine, sourcing, interviewing, providing offers, post offer follow-ups and finally joining and induction. To address this challenge, the case touches on instituting a culture change by embracing technology into divisions which are not yet open to adopting innovative methods. The company is looking at incorporating Artificial Intelligence in its various processes. It is also looking at Robot Process Automation to perform standard HR functions in the recruitment process. The company must decide whether to implement automation and if it does, how it should be executed. The case also debates on whether technology would increase the effectiveness of talent acquisition function and bring a change in the administrative HR image or would this automation-led hiring take away the control from the company human resources?

Robotic process automation for industry: adoption status, benefits, challenges and research agenda

“…RPA has promising benefits in workforce planning and talent acquisition. However, there needs to be a check on the change management aspects whether it takes away the control from HR people (Gupta et al , 2018).…”

Evolution Of Process Of Automation Of Hr Departments Of Russian Organizations

“…The human resources management is considered as one of the key business processes under conditions of digital economics, which undergo transformation and modernization first of all, since a development digital platforms, incorporation thereof contribute to reorganization of labour market, transshape the mechanisms of organization of labour relations and employment of people. Even more works dedicated directly to digitalization of human resources management system get published (Baranovskaya, Vostroknutov, & Berezovsky, 2016;Gutsche & Griffith, 2017;Gupta, Fernandes, & Jain, 2018;Al-Mekhlal, Abu Romman, & Al-Saqer, 2018;Mingazov & Prygunova, 2017;Zakharov, 2016;Pulyaeva, Kharitonova, Kharitonova, & Shchepinin, 2019). Normally, they describe, most frequently, the existing platforms and composite function provided thereby, but do not give a system-level view of evolution of digitalization processes, do https: //doi.org/10.15405/epsbs.2020.03.144 Corresponding Author: O. S. Osipova Selection and peer-review under…”

Artificial Intelligence interchange human intervention in the recruitment process in Indian Software Industry

“…In any organization, the human resource department is having a variety of human-related data. Those who are working in the human resource department, collecting data, scrutiny, data analysis, interpreting whole data to facilitate meaningful output for decision-makers will take time-consuming work, but now after artificial intelligence [17] enabled database of human resource department as intelligent database management sharpen the individual competency, online monitoring and individual assessment competencies [18]. [19] David Mallon, discussed at the Bersin, the new technology of robotics process automation take over the routine work of human resource department by enabling robots.…”