New Technologies in the Recruitment Process


Well-conducted recruitment and selection process is extremely important for the organization, permitting in-depth and objective verification of candidates in terms of meeting employer’s expectations and leads to their employment. Up to now, there has been little research on the impact of e-recruitment on the recruitment process as a whole. The present study fills part of this gap by investigating the effect of e-recruitment on the design of the recruitment process. Therefore, the main purpose of the paper is to analyze how new technology has influenced the recruitment process as a whole. The recruitment process will be presented on the example of ItutorGroup. The paper considers the possibilities of including modern technologies in the recruitment and selection strategies of the organization based on a case study method. The case study describes the project of cooperation of the Work Service personnel consultancy with the international organization ItutorGroup. Its selection and recruitment strategy was based on video-recruitment. The findings indicate that e-recruitment transforms the traditional recruitment process into a time- and space-independent, collaborative hiring process. The most significant changes are recorded in the sequence and increased divisibility of main recruitment tasks. For management, the main task is now that of communicating with candidates. Recruitment and selection strategy based on modern technologies requires an experienced and competent team, two unquestionable benefits are: limiting the length of the process in time and possibility to decrease the costs.

If the inline PDF is not rendering correctly, you can download the PDF file here.

  • Anderson, N. (2003). Applicant and recruiter reactions to new technology in selection: A critical review and agenda for future research. International Journal of Selection and Assessment, 11(2/3), 121-136.

  • Bartram, D. (2000). Internet recruitment and selection: kissing frogs to find princes, International Journal of Selection and Assessment, 8(4), 261-274.

  • Buckley, P., Minette, K., Joy, D. & Michaels, J. (2004). The use of an automated employment recruiting and screening system for temporary professional employees: a case study, Human Resource Management, 43(2/3), 233-241.

  • Creswell, J. W. (2009). Research design: Qualitative, quantitative, and mixed method approaches. Thousand Oaks, CA: Sage.

  • Faliagka E., Tsakalidis A. & Giannis T. (2012). An integrated e-recruitment system for automated personality mining and applicant ranking. Internet Research, 22(5), 551-568.

  • Ford, M. (2015). Rise of the Robots: Technology and the Threat of a Jobless Future, Basic Books, New York.

  • García-Izquierdo, A. L., Aguinis, H., & Ramos-Villagrasa, P. J. (2010). Science–practice gap in e-recruitment.

  • Gazeta Prawna, New recruitment methods. How to prepare for them? [Nowoczesne metody rekrutacji. Jak się do nich przygotować?], [accessed 11.02.2018] Available from Internet:,nowoczesne-metody-rekrutacji-jak-sie-do-nich-przygotowac.html [dostęp: 11.01.2018]

  • International Journal of Selection and Assessment, 18(4), pp. 432-438.

  • Jabłoński, M. (2011). Concepts and employees’ competences models. [Koncepcje i modele kompetencji pracowniczych w zarządzaniu], Warszawa: CeDeWu.

  • Kluza, S. (2015). Era of Videorecruiter. [Era wideorekrutera], Kompendium HR 2015, Warszawa, Grupa Pracuj S.A.

  • Kubisiak, A. Specialists with English fluency are on search. [Specjaliści z językiem pilnie poszukiwani], [dostęp: 31.01.2018]

  • Leary – Joyce, J. (2007). Building emploer branding. [Budowanie wizerunku pracodawcy z wyboru], Oficyna Wolters Kluwer, Kraków, 2007.

  • Lee, I. (2005). The evolution of e-recruiting: a content analysis of fortune 100 career web sites, Journal of Electronic Commerce in Organizations, 3(3), 57-68.

  • Listwan, T. (2010). Personnel management. [Zarządzanie kadrami], Warszawa: CH. Beck.

  • Maurer, S.D. & Liu, Y. (2007). Developing effective e-recruiting websites: insights for managers from marketers, Business Horizons, 50 (4), 305-305.

  • Morgan, J. (2017). The Employee Experience Advantage: How to win the War for Talent by Giving Employees the Workspaces they Want, the Tools they Need and a Culture they can Celebrate, John Wiley & Sons Inc., New Yersey, 2017.

  • Parry, E., & Tyson, S. (2009). What is the potential of e-recruitment to transform the recruitment process and the role of the resourcing team? In T. Bondarouk, H. Ruel, K. Guiderdoni-Jourdain, & E. Oiry (Eds.), Handbook of research on e-transformation and human resource management technologies: Organizational outcomes and challenges (pp. 202-290): IGI Global.

  • Ployhart, R.E. (2006). Staffing in the 21st century: new challenges and strategic opportunities, Journal of Management, 32 (6), 868-897.

  • Pocztowski, A. (2007). Managing human resources: strategies, processes, methods. [Zarządzanie zasobami ludzkimi: strategie, procesy, metody], Warszawa, PWE, Warszawa, 2007.

  • PulsHR, Video CV is a future in recruitment, [Wideo CV to przyszłość w rekrutacji], [accessed 11.01.2018] Available from Internet:,43034.html

  • Rupert, S., (2014). Video interviewing and its impact on recruitment, Strategic HR Review, Vol. 13 Issue: 3,

  • Selden, S., & Orenstein, J. (2011). Government e-recruiting web sites: The influence of e-recruitment content and usability on recruiting and hiring outcomes in US state governments. International Journal of Selection and Assessment, 19(1), 31-40.

  • Wiernek, B. (2006). Personnel as a strategic resource of company. [Personel firmy jako zasób strategiczny], in: New tendencies and challenges in personnel management, [Nowe tendencje i wyzwania w zarządzaniu personelem] (ed.) L. Zbiegień – Maciąg: Kraków, Wolters Kluwer.


Journal + Issues