Digitalization of Recruitment Processes

Hailing from the Indian city of Kanpur, Indian poet and novelist Rahul Kohli is a prolific writer. He has written many books, poems and essays as well as several plays. However, for those familiar with the literary world, most of Kohli's works are under pseudonyms. In 2003, when Kohli published his first book under his own name, he faced vehement criticism from some readers and writers. They deemed his writing 'inaccurate,' 'cliched' and 'rushed.' Although many readers found his work to be emotionally moving, some felt that his images were too vivid and frightening to fully grasp. When considering the fact that digital technology has been transforming people's lives in unexpected ways, it's easy to see how these changes in recruitment processes could be a positive development. As these examples show, not all transformations are negative.

Digitalization has been revolutionizing recruitment processes ever since its inception. Taking a step back in time, one must consider the arduous task of using paper-based forms to recruit candidates for job vacancies. Recruiters would have to sift through piles of forms to find one that matched their requirements. Afterward, they would have to enter each applicant's details into a system to verify their documents before issuing them a job offer. This process is laborious and time-consuming but necessary; it ensures that employers only contact qualified candidates and exclude those who do not meet their requirements.

In contrast, when done right, digital recruitment is less expensive than traditional methods. First off, applicants no longer need to pay for the cost of providing recruitment documentation- employers can now access this information themselves. Digitalization also allows recruiters to conduct virtual interviews with applicants at their leisure rather than scheduling time slots with each potential employee. Employers no longer have to pay for space on their premises for interviewing candidates- instead, they can use meeting rooms at their workplace or online platforms like Google Meet. Furthermore, companies no longer need physical mailing addresses for prospective employees- digitalization allows addresses to appear online as well as in paper form. While these advantages are easy to see from afar, digitalization has led to creative changes in other areas as well- namely hiring procedures.

For example, when applying for a job with a company, job seekers used to have only a handful of options when it came to recruitment methods. Nowadays, digitalization has expanded that selection beyond imagination. The use of social media platforms like Facebook and Twitter has created new opportunities for organizations looking for suitable employees. Companies can advertise positions using social media platforms and wait for interested candidates to contact them directly via email or text message. Additionally, online forums provide an active pool of potential workers with whom companies can directly interact with regarding job vacancies. Digitalization has empowered people both economically and creatively; it has made life easier and allowed more opportunities for growth at both individual and organizational levels.

Based on these ideas, digitalization seems like a viable solution for improving the recruitment process as a whole not only in theory but also in practice. Employers now have access to more information about potential hires without having to physically gather it themselves- instead, they can access it remotely through electronic records systems or social media channels. Digitalization is also making interaction between employers and potential employees easier than ever before.