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The use of an automated employment recruiting and screening system for temporary professional employees: A case study
Author(s) -
Buckley Patrick,
Minette Kathleen,
Joy Dennis,
Michaels Jeff
Publication year - 2004
Publication title -
human resource management
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 1.888
H-Index - 94
eISSN - 1099-050X
pISSN - 0090-4848
DOI - 10.1002/hrm.20017
Subject(s) - staffing , human resources , business , investment (military) , human resource management , return on investment , quality (philosophy) , process (computing) , operations management , turnover , marketing , risk analysis (engineering) , computer science , economics , production (economics) , knowledge management , management , philosophy , epistemology , politics , political science , law , macroeconomics , operating system
Many human resource systems are presently being modified so they can be administered using various forms of computer technology. These technological advances are being driven primarily by strong demands from human resource professionals for enhancements in speed, effectiveness, and cost containment. This case study presents results obtained by an educational publisher from use of an automated recruiting and screening system. The system allowed for recruiting and the automated administration of professionally developed, job‐related questions aimed at deciphering whether an applicant meets the job requirements. The analyses showed conservative savings due to reduced employee turnover, reduced staffing costs, and increased hiring‐process efficiencies. These cumulative savings yielded a return on investment of 6.0 to 1, or a return of $6.00 for every $1.00 invested in the program. When these savings were adjusted to reflect increased hiring trends, more pronounced savings were evident. The current system coupled with the addition of planned enhancements should increase future hiring efficiency, employee quality, and resulting financial savings. © 2004 Wiley Periodicals, Inc.