Czasopismo
Tytuł artykułu
Warianty tytułu
Języki publikacji
Abstrakty
Purpose: This article aims to identify contemporary and innovative models of recruitment companies operating in the IT sector.
Design/methodology/approach: The research focused on external recruitment by specialised recruitment companies working for IT companies. A case study analytical method was used, focused on conducting a detailed analysis of the proposals of innovative recruitment portals. For this purpose, the websites of these portals and the details of their offerings were analysed.
Findings: The research found an increasing effort by recruitment companies to reach out to young IT talent, building a community of young IT professionals to whom job offers can be directed. Increasingly, recruitment companies are using Social Media. In addition to recruitment, companies are carrying out part of the selection process using the 'Skill Challenges' method, among other things. Increasingly, the pre-selection of candidates and the assessment of competencies, e.g. programming, is being carried out using artificial intelligence AI.
Research limitations/implications: Research points to the increasing role of innovative tools in the staffing process. Contemporary e-recruitment methods are constantly changing and improving. The staff selection phenomenon, especially in the IT sector, requires constant monitoring of the changes taking place.
Practical implications: The practical utility of the research refers to the effectiveness of conducting the personnel selection process using different e-recruitment methods. It therefore enables a more rational choice of individual methods. The article raises awareness of the possibilities offered by some recruitment platforms.
Originality/value: The research conducted identifies the variety of employee selection techniques used in the e-recruitment process. Often the models offered by innovative recruitment companies are not widely known, but carry great potential for development.(original abstract)
Design/methodology/approach: The research focused on external recruitment by specialised recruitment companies working for IT companies. A case study analytical method was used, focused on conducting a detailed analysis of the proposals of innovative recruitment portals. For this purpose, the websites of these portals and the details of their offerings were analysed.
Findings: The research found an increasing effort by recruitment companies to reach out to young IT talent, building a community of young IT professionals to whom job offers can be directed. Increasingly, recruitment companies are using Social Media. In addition to recruitment, companies are carrying out part of the selection process using the 'Skill Challenges' method, among other things. Increasingly, the pre-selection of candidates and the assessment of competencies, e.g. programming, is being carried out using artificial intelligence AI.
Research limitations/implications: Research points to the increasing role of innovative tools in the staffing process. Contemporary e-recruitment methods are constantly changing and improving. The staff selection phenomenon, especially in the IT sector, requires constant monitoring of the changes taking place.
Practical implications: The practical utility of the research refers to the effectiveness of conducting the personnel selection process using different e-recruitment methods. It therefore enables a more rational choice of individual methods. The article raises awareness of the possibilities offered by some recruitment platforms.
Originality/value: The research conducted identifies the variety of employee selection techniques used in the e-recruitment process. Often the models offered by innovative recruitment companies are not widely known, but carry great potential for development.(original abstract)
Rocznik
Strony
191--202
Opis fizyczny
Twórcy
autor
- Wrocław University of Economics
autor
- Wrocław University of Economics, Poland
autor
Bibliografia
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- 2. Balcerak, A., Woźniak, J., Zbuchea, A. (2023). Predictors of fairness assessment for social media screening in employee selection. Journal of Entrepreneurship, Management and Innovation, No. 19(2), pp. 99-126. Retrieved from: https://doi.org/10.7341/20231923, 24.08.2023.
- 3. Branowska, A. (2021). Proces doboru pracowników w przedsiębiorstwach. Przegląd nowoczesnych i tradycyjnych metod selekcji. Zeszyty Naukowe Politechniki Poznańskiej. Organizacja i Zarzadzanie, No. 83, pp. 9-25, doi: 10.21008/j.0239-9415.2021.083.01.
- 4. Chmielecki, M. (2013). Rekrutacja z wykorzystaniem mediów społecznościowych-wyniki badań. Zeszyty Naukowe Wyższej Szkoły Bankowej we Wrocławiu, No. 4 (36), pp. 37-51.
- 5. D'Silva, C. (2020). A Study On Increase in E-Recruitment and Selection Process. International Journal of Research in Engineering, Science and Management, No. 3(8), pp. 205-213. Retrieved from: https://journal.ijresm.com/index.php/ijresm/article/view/162, 7.07.2022.
- 6. Dale, M. (2001). Skuteczna rekrutacja i selekcja pracowników. Kraków: Dom Wydawniczy ABC.
- 7. Etuka, J., Athota, V.S., Kearney, S. (2021). How can emotional intelligence (EI) and neuro- linguistic programming (NLP) help leaders with the ability to deal with the impact of COVID-19? Knowledge Management Research & Practice, No. 19(4), pp. 475-483, doi: 10.1080/14778238.2020.1860667.
- 8. Gzowska, W. (2016). Wybrane media społecznościowe jako narzędzie wspierające rekrutację. HRM [ZZL], No. 1 (5), pp. 79-92.
- 9. Hosain, M.S. (2023). Integration of social media into HRM practices: a bibliometric overview. PSU Research Review, Vol. 7, No. 1, pp. 51-72. Retrieved from: https://doi.org/10.1108/PRR-12-2020-0039, 31.08.2023, 25.08.2023.
- 10. Hunkenschroer, A.L., Luetge, C. (2022). Ethics of AI-Enabled Recruiting and Selection: A Review and Research Agenda. Journal of Business Ethics. Springer Science and Business Media B.V., No. 178, pp. 977-1007. Retrieved from: https://doi.org/10.1007/s10551-022- 05049-6, 24.08.2023.
- 11. Jacobson, J., Gruzd, A. (2020). Cybervetting job applicants on social media: the new normal? Ethics and Information Technology, No. 22(2), pp. 175-195, doi: 10.1007/s10676- 020-09526-2. Retrieved from https://link.springer.com/article/10.1007/s10676-020-09526- 2, 7.07.2022.
- 12. Kawka, T., Listwan, T. (2010). Dobór pracowników. In: T. Listwan (Eds.), Zarządzanie kadrami (pp. 101-147). Warszawa: C.H. Beck.
- 13. Koivunen, S., Ala-Luopa, S., Olsson, T., Haapakorpi, A. (2022). The March of Chatbots into Recruitment: Recruiters' Experiences, Expectations, and Design Opportunities. Computer Supported Cooperative Work, No. 31(3), pp. 487-516. Retrieved from: https://doi.org/10.1007/s10606-022-09429-4, 24.08.2023.
- 14. Lupa, I. (2016). Media społecznościowe jako narzędzie pracodawcy w procesie selekcji kandydatów. In: I. Miciuła (Eds.), Wybrane aspekty badawcze. Gospodarka-Zarządzanie- Innowacje. Tom I (pp. 10-21). Katowice: Wydawnictwo Naukowe Sophia.
- 15. Mamatha, K., Kumar Thoti, K., Professor, A. (2022). E-Recruitment and E-Selection Process Improves the E-Human Resource Management activities in Information Technology Companies in Hyderabad. Journal Of Algebraic Statistics, Vol. 13, No. 2, pp. 1576-1584. Retrieved from: https://publishoa.com/index.php/journal/article/view/328/ 301, 25.08.2023.
- 16. Olszak, E. (2014). Nowoczesny dobór personelu - kierunki rozwoju metod i narzędzi w rekrutacji i selekcji. Prace Naukowe Uniwersytetu Ekonomicznego we Wrocławiu, No. 349, pp. 283-294, doi: 10.15611/pn.2014.349.24.
- 17. Rahman, M., Aydin, E., Haffar, M., Nwagbara, U. (2022). The role of social media in e-recruitment process: empirical evidence from developing countries in social network theory. Journal of Enterprise Information Management, Vol. 35, No. 6, pp. 1697-1718. https://doi.org/10.1108/JEIM-12-2019-0382.
- 18. Rys, M. (2023). Invention Development. The Hackathon Method. Knowledge Management Research & Practice, Vol. 21, Iss. 3, pp. 499-511, doi: 10.1080/14778238.2021.1911607.
- 19. Sołek-Borowska, C., Wilczewska, M. (2018). New technologies in the recruitment and selection process. Modern Management Systems, Vol. 13, Iss. 3, pp. 219-232. Retrieved from: https://doi.org/10.37055/nsz/129504, 24.08.2023.
- 20. Tippins, N.T., Oswald, F.L., McPhail, S.M. (2021). Scientific, Legal, and Ethical Concerns About AI-Based Personnel Selection Tools: A Call to Action. Personnel Assessment and Decisions, No. 7, Iss. 2, pp. 1-22, doi: https://doi.org/10.25035/pad.2021.02.001. Retrieved from: https://scholarworks.bgsu.edu/pad/vol7/iss2/1, 24.08.2023.
- 21. Tullier, M.L. (2006). Networking. Jak znaleźć pracę i odnieść sukces zawodowy dzięki tworzeniu sieci kontaktów. Kraków: Wolters Kluwer Polska.
- 22. Wang, S., Yeoh, W., Ren, J., Lee, A. (2022). Learnings and Implications of Virtual Hackathon. Journal of Computer Information Systems, Vol. 62, Iss. 3, pp. 547-559, doi: 10.1080/08874417.2020.1864679.
- 23. Witkowski, T. (2010). Thirty-five years of research on Neuro-Linguistic Programming. NLP research data base. State of the art or pseudoscientific decoration? Polish Psychological Bulletin, Vol. 41(2), pp. 58-66. Retrieved from: https://doi.org/10.2478/ v10059-010-0008-0, 28.08.2023.
- 24. Wolniak, R. (2019). Internet usage in the recruitment and selection of employees. Zeszyty Naukowe Politechniki Śląskiej. Organizacja i Zarządzanie, No. 140, pp. 401-411, doi: 10.29119/1641-3466.2019.140.33.
- 25. Woźniak, J. (2020). Zarządzanie pracownikami w dobie Internetu. Warszawa: Wolters Kluwer Polska.
- 26. Zacny, B., Kania, K., Sołtysik, A. (2019). Stosunek potencjalnych kandydatów do wykorzystania danych z mediów społecznościowych i narzędzi AI w procesie rekrutacji. HRM [ZZL], 1(5), pp. 39-55
Typ dokumentu
Bibliografia
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Identyfikator YADDA
bwmeta1.element.ekon-element-000171684352
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