Online services have revolutionised the recruitment process, allowing companies to bypass traditional situations vacant advertising and recruitment agency commissions by integrating careers sub-sections into their websites or utilising 'self-serve' online advertising options such as LinkedIn or Seek. Prospective employees can either apply directly for available jobs, or simply register their interest in working for a brand. Companies have effectively become their own recruitment agencies, inviting 'passive' job seekers into a database for future consideration when roles become available. Companies with high-turnover divisions such as call centres have been first to recognise the cost benefits of having a pool of available, pre-screened talent at their disposal.
Artificial Intelligence (AI) has similarly transformed the screening process.
Job seekers can be screened via an online application form with targeted questions or video interviews related to job roles, allowing the standardisation of applicant details, and enabling quicker screening initially by AI agents and then hiring managers.
All of that capability relies on HR or HCM systems to systemise not only the recruitment, but on/off-boarding, remuneration and performance management procedures that any business needs, along with payroll to get current employees paid.
