3 Selection Processes (E-Selection)

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The E-Selection technique assists HR professionals in efficiently managing the applicant identification process. Those with the necessary credentials, abilities, and potential for the job. These E-selection approaches give evidence and proofs for selecting or rejecting a certain candidate. 

Organizations may save costs and time by implementing E-Selection methods to handle the selection process. Furthermore, because of this E-selection method, the company may give more transparent and adaptable selection criteria to candidates (Verlinden, 2021). Because the examinations are not conducted in person, they may be attempted through the internet, and the selections are also made using Artificial Intelligent software. 

Video interview statistics - UK and across the globe (Image source - Anon, 2022)

In addition, HR experts may do analytics on the cloud data of their team's most competent members. Then, using this technology, HR experts may make predictions about a certain prospect. Also, because of such exams, less-skilled computer program users may receive poor marks while still meeting the standards (BasuMallick, 2021). 

As a result, qualified individuals may be overlooked at times. In addition, if HR Professionals wish to schedule interviews with applicants after reviewing their qualifications, they must shortlist the applications. 

Because of the large number of applications, it might be difficult to compare. Now, digitization has provided a solution to that difficulty as well. The Human Resource Information Management Software (HRIM) allows the HR staff to access the analytical techniques of the CVs or applications, allowing the best candidates to be picked. This procedure may be characterized as a significant time-saving application for HR Management (Franca Cantoni, 2020).


References

Anon, (2022). Job interview statistics 2021 | UK & Global. [online] Available at: https://jobdescription-library.com/job-interview-statistics. Accessed on 11th April 2022.

BasuMallick, C. (2021) 20 HR Tech Tools You Need to Win 2021 [Online]. Available at: https://www.toolbox.com/hr/hr-innovation/articles/hr-tech-tools-and-technologies/. Accessed on 04th April 2022.

Franca Cantoni, G. M., 2020. Human Resource Management and Digitalization. s.l.:Routledge.

Verlinden, N., 2021. HR Digital Transformation: The 6 Stages of Successful HR Transformation. [Online] Available at: https://www.aihr.com/blog/guide-hr-digital-transformation-hr-transformation/. Accessed on 07th April 2022.

 

Comments

  1. K.DulanjaleeApril 21, 2022 at 9:35 AM

    According to my idea,

    1.It might be difficult to assess their efficacy.
    2.It draws all the wrong people.
    3.It attracts corrupt applicants.
    4.It would have an effect on communication.

    ReplyDelete
    Replies
    1. Achinda GamageMay 4, 2022 at 5:18 PM

      Can not agreed 100%. Because these things does not happened every time. Since prior to the select a job the organization may continue two or more interview rounds. and check the validity of the academic qualification which they have produced.

      Delete
  2. SudarshanaApril 21, 2022 at 4:08 PM

    The artificial intelligence are aids to complete the people's day to day work currently. But AI aided systems can't work allonely in hundred percent. It should be work with human attend.
    Expert people of IT field are writing auto matted programs for selections under selecting conditions. Users of the selecting software are should I put the information of candidates. So the software will select or reject the candidates by analysing the information under earlier mentioned conditions.
    The selecting software cannot give evidence or proof. Because its work base on the input data.
    But it can give reasons for selecton or rejection.
    In the serios case is if the mistake with idata submission, the result is not success. Some time miss the idle person who seeking the company.

    ReplyDelete
    Replies
    1. Achinda GamageMay 4, 2022 at 5:22 PM

      Yes, it may. but with out depending overall process on IT, the HR selection team has to do a manual part also such as evidence the academic qualifications. make a face to face interviews even in online, conducting some selection exam, etc.

      Delete
  3. Saugi DissanayakeApril 21, 2022 at 8:57 PM

    For some jobs, the appearance of the applicants is very important.(ex. For Sales Recruitment, Forces recruitment etc.) Their educational qualification as well as physical fitness should be physically selected through interviewees. this seems to be disadvantages of this e-selection.

    ReplyDelete
    Replies
    1. Achinda GamageMay 4, 2022 at 5:25 PM

      Agree. Using these methods may differ based on the sector of the company. Most of time service , marketing sector if employees meet customers, it is better to conduct face to face selection mode to complete vacancies. However to call CVs we can use digital platform.

      Delete
  4. Anuradha Charuni RathnayakeApril 22, 2022 at 7:16 AM

    Electronic selection systems are thought to offer a number of important advantages over traditional systems. E-selection as a web-based testing, face-to-face interview, and job offer process. Many organizations use electronic choices to achieve specific goals such as cost reduction, optimal human resource utilization, and sustainability. But the E-selection process is not suitable for top management.

    ReplyDelete
    Replies
    1. Achinda GamageMay 4, 2022 at 5:29 PM

      Yes, when finding a suitable persona to fulfill top management vacant chair, there may be several interviews round could be conduct by the company. So for initial rounds you can apply digital plat forms and final decision makin can apply the face-to-face interview as you mentioned.

      Delete
  5. Rumesh AbeyrathneApril 22, 2022 at 7:56 PM

    Would like to add Digital Selection has the knowledge and experience to assist businesses and people in achieving success. Our purpose is twofold: to assist growing firms in hiring digital talent while also empowering applicants to make career decisions that are relevant and meaningful.

    ReplyDelete
    Replies
    1. Achinda GamageMay 4, 2022 at 5:39 PM

      New generation, all are much familiar will these social medias and other platforms. so apply to a job using these methods much easy. Hence this will not restrict only for experience peoples. Also new comers are welcome. After join the job the can their capacities and help to organisation growth.

      Delete
  6. sisirachandrasiriApril 25, 2022 at 5:46 PM

    The use of this technology has made it possible to refuse to select an employee in a very short period of time. This allows you to select the best candidates

    ReplyDelete
    Replies
    1. Achinda GamageMay 4, 2022 at 5:43 PM

      In the initial selection rounds we have to refuse number of applicants which are not fullfill or meet organisation requirement. this can be done using best software methods. Same will highly effect to time saving of the company.

      Delete
  7. Nalika ManelMay 6, 2022 at 11:23 PM

    Some disadvantages of online interview are - If the job is not remote, a virtual interview may give the false sense that it is, which could disappoint interviewees, who will ultimately be required to come to a central office location. Technical issues can wreak havoc on the process. Poor connection speeds can mean choppy audio or video, which could not only hamper the process but also lead to biases against interviewees.

    ReplyDelete
    Replies
    1. Achinda GamageMay 6, 2022 at 11:41 PM

      Yes, but these things varies from country to country. Or level of infrastructure facilities available in the country. Economic level of applicant, etc. Hence, based on the company requirement it is better to decide whether to conduct on line interview or physical ( face to face ) interview.

      Delete

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