Aspects and the Purpose of Recruiting

Subject: Employee Management
Pages: 2
Words: 574
Reading time:
3 min
Study level: Undergraduate


The primary purpose of recruiting is the timely provision of the organization with effectively working for personnel in the required quantity to achieve the strategic and tactical goals of the enterprise. In this regard, there is a need to create and implement innovative and effective employee recruitment technologies in organizations. Gilch and Sieweke (2021), Buettner and Timm (2018), and Vardarlier and Ozsahin (2021) explore digital transformation, which is the conceptual framework for this study. In turn, within the framework of this concept, such automated recruitment tools (Gupta et al., 2018; Benedict et al., 2019; Lee et al., 2021; Alsaghir et al., 2020) are considered as online platforms, in particular LinkedIn (Koch et al., 2018; Black et al., 2020; Roulin and Levashina, 2019). In that framework, the digital transformation of recruitment processes is an independent variable, while the effectiveness and ease of recruitment are dependent variables. To be more precise, it implies that the transfer to automated recruitment and utilization of online recruiting platforms will directly affect recruitment costs while keeping the quality constant.


The theoretical and practical significance of the study is determined by the relevance of the issues under consideration. This study includes a systematic analysis of the digital recruiting system in modern realities. The main tools and technologies of digital selection are highlighted, including online recruiting platforms. The analysis of the most used digital platforms for hiring employees is carried out. The influence of employer advertising on employee recruitment is studied. Based on the above, a conclusion is made about the effectiveness and success of using online platforms in the recruitment process. It seems that a large selection of digital technologies opens up completely new opportunities for HR professionals to optimize the recruitment process and rational use of human and financial resources.

The study uses a combination of quantitative and qualitative data collection methods. Consultations are held with the personnel departments of small, medium, and large enterprises to obtain the most accurate data. The key method of collecting and acquiring information is the survey. The questionnaire contains four demographic questions and 18 personal experience questions. Respondents are asked to rate the degree of agreement with the statement on a scale from 1 to 5, where 1 is “strongly disagree,” and 5 is “strongly agree.” This helps determine the impact and effectiveness of online recruiting. The practical significance of the dissertation research results lies in the fact that the theoretical and methodological provisions formulated in the work can be used by organizations in the development of strategic decisions for the implementation and development of digital transformations in employee recruitment.

The validity of the research results is determined by the use of modern theoretical and methodological tools on research issues and the coordination of the scientific provisions and author’s developments formulated in the work with the basic principles and provisions of the theory and practice of recruitment. The convincing argumentation of the author’s provisions and recommendations is achieved through a systematic analysis of recruitment in the context of digital transformation and the adequacy and logic of solving research problems.


The reliability of the results of the study is ensured by the use of the methodology for collecting, processing, evaluating, and analyzing the source materials of the dissertation research, the adequacy of the application of each of the economic and mathematical methods, which allows the author to implement the principles of representativeness and reasonableness of the provisions and results of the study.

Reference List

Alsaghir, L., Abdallah, N. and Bazan, S. B. (2020) ‘Optimizing recruitment online: the critical importance of using the right channels’, International Journal of E-Business Research (IJEBR), 16(4), pp. 18-33.

Benedict, C. et al. (2019) ‘Recruitment via social media: advantages and potential biases’, Digital health. doi: 10.1177/2055207619867223.

Black, J. S., and van Esch, P. (2020) ‘AI-enabled recruiting: what is it and how should a manager use it?’, Business Horizons, 63(2), pp. 215-226.

Buettner, R. and Timm, I. J. (2018) ‘An Innovative Social Media Recruiting Framework for Human Resource Consulting’, in Digital transformation of the consulting industry. Springer, pp. 415-425.

Gilch, P. M. and Sieweke, J. (2021) ‘Recruiting digital talent: the strategic role of recruitment in organisations’ digital transformation’, German Journal of Human Resource Management, 35(1), pp. 53-82. doi: 10.1177/2397002220952734.

Gupta, P., Fernandes, S. F. and Jain, M. (2018) ‘Automation in recruitment: a new frontier’, Journal of Information Technology Teaching Cases, 8(2), pp. 118–125. doi: 10.1057/s41266-018-0042-x.

Koch, T., Gerber, C., and De Klerk, J. J. (2018) ‘The impact of social media on recruitment: are you LinkedIn?’ SA Journal of Human Resource Management, 16(1), pp. 1-14.

Lee, L. et al. (2021) ‘Examining applicant online recruitment: the use of fictitious websites in experimental studies’, Cornell Hospitality Quarterly, 62(1), pp. 76–88. doi: 10.1177/1938965520965223.

Roulin, N., and Levashina, J. (2019) ‘LinkedIn as a new selection method: psychometric properties and assessment approach’, Personnel Psychology, 72(2), pp. 187-211.

Vardarlier, P. and Ozsahin, M. (2021) ‘Digital transformation of human resource management: social media’s performance effect’, International Journal of Innovation and Technology Management, 18(03), 2150005.