Applicants fill in an application form that is then processed by the technology for relevance. It is then over to the company to identify a short-list and a candidate. But while outsourcing and more sophisticated uses of technology are set to continue to grow, reservations remain. Online recruitment, for example, has its doubters. Our research shows that only one percent of recruiters for professional positions viewed it as a useful method, and only two percent for those recruiting for managerial or skilled positions viewed it as being more effective than other ways of recruiting.
Privacy remains an issue.
And the personal touch also remains critical. This applies on both sides. There is a danger in believing that online recruitment, online assessment, and e-everything, can take away the need for human interaction. For all the technology now at the disposal of HR specialists, talent is a personal thing.