Marketing AI recruitment: The next phase in job application and selection

Esch, Patrick van; Black, J. Stewart; Ferolie, Joseph

doi:10.1016/j.chb.2018.09.009

Cited by 190 publications

(148 citation statements)

References 75 publications

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“…There are different dimensions and perspectives to study, analyse and understand the selection process [7]. Some of which are: Research to study the connection between the selected applicant and their performance rate on the job [8], the efficiency of making the selection decision with assistance from technology [9,10], improving the selection process by training the interviewers [11], building recruitment strategies to increase the predictability of the right applicant [12], applicants trying to fake their personalities and resumes to get selected in the interview process [13,14].…”

Section: Introductionmentioning

confidence: 99%

Challenges in Recruitment and Selection Process: An Empirical Study

Rozario

Venkatraman

Abbas³

2019

Challenges

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Today's knowledge economy very much depends on the value created by the human resource of an organisation. In such a highly competitive environment, organisations have started to pay much attention to the recruitment and selection process, as employees form their main asset. However, the critical factors involved in the employee selection process is not well studied. Previous studies on the recruitment and selection process have been performed mainly to study the performance of the employees and the criteria attracting the right talent leading to employee retention and organizational efficiency. The distinction of this paper is that it studies the existing recruitment and selection process adopted by tertiary and dual education sectors in both urban and regional areas within Australia. The purpose of this research is to conduct an empirical study to identify the critical aspects of the employee selection process that can influence the decision based on different perspectives of the participants such as, hiring members, successful applicants as well as unsuccessful applicants. Various factors such as feedback provision, interview panel participation and preparations, relevance of interview questions, duration and bias were analysed, and their correlations were studied to gain insights in providing suitable recommendations for enhancing the process.

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Section: Introductionmentioning

confidence: 99%

Challenges in Recruitment and Selection Process: An Empirical Study

Rozario

Venkatraman

Abbas³

2019

Challenges

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“…This relationship has been studied in various countries (Vladisavljević and Perugini 2019;Shams and Tomaskovic-Devey 2019;Tian and Liu 2018). Important new technologies, which require virtualization, automatization and other elements of Industry 4.0, impact the job offer process and individual media (Van Esch et al 2019).…”

Section: Discussionmentioning

confidence: 99%

“…Therefore, companies focus their interest on human resource marketing (HRM) which recommends focusing on various areas such as the structure of a company, its work culture, and its disposition towards work. These areas help the company to reach out to the right potential employees (Van Dierendonck et al 2016;Aprofes 2016;Van Esch et al 2019).…”

Section: Introductionmentioning

confidence: 99%

HR Marketing as a Supporting Tool of New Managerial Staff in Industry 4.0

Jančíková

Milichovský

2019

Administrative Sciences

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Human resource marketing (HRM) is focused on the creation of job-position while including all relevant parameters such as work specification, wage, and adequate communication of a job offer. Wage is possible to understand as not only the amount of money received but also as all kinds of reward for the work that has been completed. Forms of staff renumeration have received more interest during the last decade, especially in regards to managers and the concept of industry 4.0. Job offer descriptions help to find suitable applicants for specific managerial positions. The main objective of this paper is to state the relationship between gender and the chosen variables (job sources). For this purpose, there was a realized questionnaire survey, focused on HRM in the business environment in the Czech Republic. The sample population for the survey consisted of 522 people, though feedback was only received from 185 participants (a return rate of 35.44%). To process the data, we employed Pearson’s chi-square test for independence and cluster analysis. Graphical design was made using an ROC curve (Receiver Operating Characteristic). According to the results obtained, there were defined relationships between gender and job servers as job sources, and between gender and social networks as job sources. This dependence is supported by the ROC curve, which shows the expectations of wage incomes according to the work-experience of the employee.

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“…This is structured around the recommended future research proposed by Macan [16], where the need for a consistent model of interview structure was listed for immediate research attention. With the focus on following a consistent selection decision process [17][18][19], this research investigates the potential of the TAFEs in adopting a consistent selection decision process across all its members to assist in establishing corporate sustainability. Through this empirical examination, this research makes a significant conceptual contribution to propose a model for a consistent selection decision process in order to achieve organisation sustainability.…”

Section: Introduction and Theoretical Frameworkmentioning

confidence: 99%

Enabling Corporate Sustainability from a Talent Acquisition Perspective

2020

J Sustain Res

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The first three pillars of sustainability relating to economic, social and, environmental domains are being investigated extensively with regards to corporate sustainability with a focus on reporting methods and corporate responsibilities that contribute to the overall corporate strategy. However, there is a lack of research pertaining to the human domain which is the fourth pillar of sustainability, especially from a talent acquisition perspective in improving human capital. The objective of this paper is related to addressing this paucity in research by adopting an exploratory study on the existing employee selection processes in practice using a mixed-method approach. This paper focuses predominantly on the qualitative data from various key stakeholders and uses thematic analysis to study the interview processes. The objective is to present the findings that could contribute towards shared values related to corporate sustainability through reinforcement of the best practices in talent acquisition as well as the establishment of maximum transparency in the process. The findings from this paper are rooted on the grounds of a social initiative that provides a conceptual decision model called DSRVG approach to enhance transparency and improve structure and consistency during the employee selection interview which in turn can contribute towards enhancing corporate sustainability.

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Marketing AI recruitment: The next phase in job application and selection

Cited by 190 publications

References 75 publications

Challenges in Recruitment and Selection Process: An Empirical Study

Challenges in Recruitment and Selection Process: An Empirical Study

HR Marketing as a Supporting Tool of New Managerial Staff in Industry 4.0

Enabling Corporate Sustainability from a Talent Acquisition Perspective

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