Technology-Based Recruitment and Selection Approaches of an American Multinational Company (AMNC): Practical Implications

Abstract

This study identifies and discusses six technologies that affect recruitment and selection approaches using an American multinational company (AMNC) as a case study. It indicates that technology-based recruitment and selection approaches have had a noticeable impact on the AMNC’s recruitment and selection processes and practices in general, and the three stakeholders (human resource- HR- managers, hiring managers, and job-applicants) in particular. It concludes that the use of technology-based recruitment and selection approaches is not the matter of choice but is a requirement for the success of any company. It also offers the study’s implications and future research directions.

A digital job application reference: how do social media posts affect the recruitment process?

“…The findings of this study showed that HR managers in tourism businesses generally prefer to examine candidates' SMAs rather than traditional references because they can quickly and cheaply screen many applicants. Checking job application references against SMAs are now part of online recruiting because of a range of benefits, such as reducing costs (Breaugh, 2008), increasing effectiveness (Kaplan and Haenlein, 2010), finding the right employees (Tessema et al, 2020), saving time on information processing (Doherty, 2010), and improving decisions with the qualities of applicants. The purpose of collecting and processing of personal data in SMA is to manage recruiting.…”

Human Resource Management in the Post-Pandemic Era, the Case of the United States of America

“…Having effective e-HRM Effective e-HRM has had a far-reaching impact on HR outcomes. Existing evidence suggests that e-HRM, such as technology-based recruitment and selection such as recruiting software, social media channels, interactive technologies such as video interviews, gamification of recruitment, HR analytics, and recruitment Chatbot (Tessema et al, 2020), virtual onboarding (Chen, 2021), virtual training (Zielinski, 2022), and virtual socialization (Ladika 2020), provide organizations with competitive advantages (Bondarouk, et al, 2017). Hence, organizations must pay attention to e-HRM, which is highly impacted by technological advances.…”