Create an analytical annotated bibliography of resources you will use for your project. These must include at least six scholarly resources.
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Each annotation should:
- be at least 150 words
- offer a brief summary of the resource in your own words
- specifically explain briefly how the resource will be useful to your project.
1
Running head:
RECRUITING SOFTWARE
5
RECRUITING SOFTWARE
What is it?
I choose Recruiting Software. Recruiting software is a type of human resource management (HRM) that manages the tasks of posting job vacancies and attracting the best talents for these vacant positions (McCrory and Mueller, 2017).
Why did you choose it?
Recruitment processes can be hectic, expensive, and time-consuming. With the evolving world we live in today, companies need a reliable and accurate way from job posting, reviewing CVs, and interviewing applicants. I choose to recruit software because it will help streamline all these processes by eliminating paperwork and making it easier for companies to hire new employees (Kulkarni and Che, 2019).
The problem for which this technology is the solution?
As stated above, recruiting is a time-consuming and complicated process. Recruiting officers are often overloaded with paperwork, making phone calls, and sending emails to track applicants. In due course, they even lose track of candidates. To overcome these obstacles, recruiting software will enable the digitalization of these processes.
Whose problem is it?
This problem is mainly for job applicants and company hiring officers. The applicants sometimes find it challenging to locate a company’s physical location to drop application letters and resumes. Similarly, HR departments find it challenging for candidates streaming in the offices every day with papers and applications.
People and institutions that this technological solution might harm?
Even though we live in a digital world, not all can effectively operate these technologies. Candidates who do not know how to use this software may be affected. Also, we have companies that are specifically into hiring and interviewing applicants for other companies. Introducing digital recruitments means loss of jobs to such firms.
New problems that might arise
Operating recruiting software needs expertized skills. Although introducing recruiting software solves the problems associated with paperwork recruitment, an issue that would arise is that companies will have to incur extra expenses to employ new experts to operate this software or train their current employees. Also, some of these softwares do not come cheap and require a yearly subscription, and that is an additional expense for companies.
Institutions that might acquire extraordinary economic and political power
Recruiting software vendors, experts, and companies will acquire economic power from selling this software. Similarly, well-established companies might acquire political power because they will have the financial capacity to employ this software compared to small companies.
Changes in language enforced by new technologies
New technologies have made language expressively richer. It has allowed language to become more diverse, and people learn more diverse new languages. However, people have lost their cultural linguistics as they strive to adopt evolving languages.
Steps I will take to answer the questions.
In answering these questions, I would ensure to maintain eye contact with the audience and use simple language that everybody can understand. I can also include topic-related videos in my answering to make the session interactive.
Obstacles to answering the questions
I see part of the audience asking questions that might be out of the discussion scope or that I might not be prepared for. I can also see part of the audience appearing unsatisfied with some of my answers and asking for more clarification.
References
Technology Advice. (2021, March 21). Best Recruiting Software & Tools for 2021. Retrieved from
https://technologyadvice.com/recruiting-software/
Kulkarni, S.B. & Che, X. (2019). Intelligent Software Tools for Recruiting. Journal of International Technology and Information Management, 28 (2).
https://scholarworks.lib.csusb.edu/jitim/vol28/iss2/1
McCrory, M., & Mueller, D. (2017). Whole Picture: Recruitment: From Paperwork to “People Work” Featuring the Personal Applicant Tracking System. Public Personnel Management, 29(4), 505–510. https://doi.org/10.1177/009102600002900408
