Automated recruiting allows employers to reduce

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Automated recruiting allows employers to reduce overhead and speed up the hiring process. A case study published in the Human Resource Management journey states that the employees obtain a return of 6.0 to 1 when invested in an automated recruiting program. This is achieved because automated recruiting reduces employee turnover, decreases staffing cost, and increases hiring-process efficiencies (Buckley, 2004) (Workers Pushed Out By Machines, 2011, p. 32). When hiring managers no longer have to weed out qualified candidates the time it takes tohire the proper candidate is reduced by ten folds. Also by using automated recruiting companies can find the exact match for their available position without the struggle of the search (Stewart, 2009, p.78). Pre-screening tools available in automated recruiting allows hiring managers to easily weed out candidates by age, years or experience, past education, availability, etc. (Enis, 2004, p. 109). By automatically eliminating the unqualified applicants, hiring managers now have the opportunity to choose an employee from a smaller, more qualified group of applicants. Thus, automated recruiting makes the hiring managers job simpler and more efficient, which in turn improved the overall hiring quality and quickens the process.Although automated recruiting decreases the cost, time, and overhead of the hiring process, it is also subjected to challenges. Although automated systems can eliminate candidates based on certain criteria, the question has arisen can a computer program pick the proper candidates? Because automated programing uses keywords and criteria tailored to the company to rank and rate applicants the program can often overlook qualified candidates (Figura, 2005, p. 10 | P a g e
Automated Recruiting201441). The ability for companies to define their personal criteria through the automated program can allow for gender and racial discrimination (Click, 2007, p. 59). Automated recruiting changes how agencies critique job applicants, and ultimately proper automated recruiting falls onthe ability of the company to lay out specific keywords and criteria. If the company fails at this the automated recruiting process fails, because informational technology alone cannot produce the results that one on one recruiting elicits (United States, 2004).With anything related to business there are risks and complications. Automated recruiting is not immune to these risks. By understanding the challenges and potential gains associated with automated recruiting, companies can better prepare for the implementation of this form of recruiting. By preparing for these short comings, companies have the potential to decrease overhead, cutback on human resource staff, and improve their potential employee criteria.Concerns faced with automated recruitingAutomated recruiting releases some of the stress placed upon human resources managers, so that they can deliver further tactical leadership to the organization. It decreases the time they spend

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