Recruitment goes virtual : Use web‐based technology intelligently for best results in recruitment

Purpose – This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting‐edge research and case studies. Design/methodology/approach – This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings – Recruitment has moved online. From advertising vacancies on social media sites to the use of online application forms and candidate selection software, the process of recruitment and selection has changed considerably over the past few years. The use of software programs to weed out suitable applicants is a boon for HR professionals tasked with sorting through numerous application forms for limited positions. While using social media tools makes the task much quicker, it can lack the discriminatory power of human intuition. This might mean that the ideal candidate is the person who has been overlooked. Candidates rejected by software rather than by a human recruiter often feel bitter about the lack of constructive feedback to help them prepare for their next application. However, some firms are getting it right with transparent procedures, simple online application forms and fixed screening periods that include feedback to candidates. Recruitment remains one of the most important tasks for any company. The new CEO of Yahoo demonstrates a commitment to recruitment by calling herself the company's “chief recruiter”. Practical implications – The paper provides strategic insights and practical thinking that have influenced some of the world's leading organizations. Originality/value – The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy‐to digest format.