Recruitment Today

Recruitment today

At present, the emergence of new technologies and the Internet has revolutionized our life transforming to the simplest task, this fact is not only manifested in forms of communication or personal relationships, but also in the work environment.

This digital revolution pushes companies to change their productive processes and departments with the desire to adapt to this new environment, ignore innovation in this regard would condemn any company to failure.

Human Resources departments host the challenge of developing their tasks through new tools. It is difficult not to have heard about recruitment 2.0 that grants a wide range of possibilities that have modified the traditional process in a changing and dynamic process.

The professionals of this branch face the challenge of integrating these new tools to obtain a competitive advantage, converting the process into efficient, optimizing resources and attracting the most convenient candidates for the needs of the organization, since, this process has atranscendental importance to achieve not only its proper functioning, but also its success.

Companies have gone directly to publish their offers on their own websites, employment portals or social networks taking into account, the great diffusion offered by these tools.

The research to be developed aims to approach the knowledge of the recruitment concept 2.0, the tools that make itinterviews to do where, to be able to extract a series of conclusions.

OBJECTIVES

This project aims to provide a broader vision about the concept of recruitment 2.0 and its impact on organizations, taking into account the importance of this process to achieve the ideal human resources that need them in relation to their needs. The specific objectives with which the topic discussed are going to be delimited are:

• Examine the digital tools of recruitment 2.0 of which is currently being used from human resources departments in companies.
• Describe the advantages and disadvantages offered by these new digital recruitment tools for organizations.
• Know from the point of view of the professionals of the human resources branch what tools are currently using, why the choice, their vision on the future of recruitment 2.0. And if it is possible that the figure of the recruiter disappears.

RECRUITMENT

Recruitment is part of one of the first phases of the process known as personnel selection.

The concept of recruitment has been defined by multiple authors, meanwhile García et al.  They define it as that set of methods aimed at attracting qualified personnel to cover those company positions that are vacancies.

On the other hand, Morell and Brunet describe it as a process of great importance because it is decisive for the further selection process, through recruitment it is intended to attract the ideal number of candidates who are consistent with the professional profile that the company requires.

Hernández adds that it is a flexible, dynamic and innovative process and that it needs greater mobility, that is, it is not about waiting but rather to go looking for.

It is important to take into account the difference that exists in recruitment and selection since, sometimes both concepts tend to be confused. The recruitment process is prior to the selection so, if it is not possible to attract a sufficient number of candidates to be able to occupy the vacancies available to the company, the selection process cannot be carried out since, as Martín states, someone cannot be chosen when there is no one to choose, therefore, the fact that the selection process is successful will depend on the recruitment carried out has been carried out properly.

In relation to the reasons that push the organization to recruit personnel, we can find as García et al states.  the expansive process of the company, the existence of new positions or the promotion processes within it.

The tools that characterize the recruitment process before the appearance of the Internet are mouth mouth, the placement companies such as ETTS, work bags, press, radio and television, and as for the most used method, we do not find theknown "curriculum vitae".

Therefore, recruitment can be defined as that process that focuses on finding the appropriate candidates, that is, their profiles are adapted not only to the needs that the organization may have at a given time but also, to the set of values thatgovern the company and the skills desired by it, thus it can be added that this process is formed by a series of methods to achieve this purpose.