Consideration in Automated Recruitment: A Case study of an Educational Publisher

Consideration in Automated Recruitment: A Case study of an Educational Publisher
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Use of Data Mining and Social Media
Pre-screening of job applicants through automated means can be accomplished at a lower cost, allowing recruiters and human resources managers to interview only the best-qualified applicants. Use of data mining and social media can result in successful pre-screening of job applicants. For instance, the use of automated recruitment method for Educational Publishers resulted into a substantial cost savings for the company’s human resource operations. These savings majorly emanated from the reduced turnover and staffing costs as well as the general cost of operations. Because of using automated systems in its recruitments, the education publisher realized a significant improvement and efficiency in its hiring processes. Further, this system also enabled the publisher to realize an increased yield of required or high quality applicants (Buckely et al, 2004, 239, Heading, Discussion).
According to Faliagka et al (2012), social media could be a minefield in selection of job applicants. In essence, social media has altered the manner in which organizations recruit, source and select employees (551, Introduction). Data mining on the other hand, is a computer science field that deals with artificial intelligence, epidemiology, algorithm development, data base management and processing of data in identifying patterns in large sets of data. In particular, mining of data from internet sources may be helpful in discovering new information about potential employees and their qualifications (555, Personality mining). Data acquired from informal sources including social media can effectively supplement the formal data that may be supplied by the applicants. Social media and other internet searches could make it easy for employers to identify the essential traits and behaviors of a potential employee in order to determine whether such an applicant is suitable for the position or not (Faliagka et al 2012), 551, Introduction).
Faliagka et al (2012), continue to explain that prospective employers have the ability to use information in social media to pre-screen potential employees for possible employment. Pre-screening of job applicants could be undertaken successfully at a lower cost by the automated e-recruitment system, enabling the recruiters or human resources representatives to interview applicants that are best qualified for the specific position (565, Practical Impl...