I tiakina i:
| Kaituhi matua: | |
|---|---|
| Hōputu: | Recurso digital |
| Reo: | Ingarihi |
| I whakaputaina: |
Zenodo
2025
|
| Ngā marau: | |
| Urunga tuihono: | https://doi.org/10.5281/zenodo.15577763 |
| Ngā Tūtohu: |
Tāpirihia he Tūtohu
Kāore He Tūtohu, Me noho koe te mea tuatahi ki te tūtohu i tēnei pūkete!
|
Rārangi ihirangi:
- <p>The recruitment process has changed significantly with the rapidly evolving digital age. <br>Earlier, where job ads were given in newspapers, now you can get them through various <br>digital portals. It has significantly eradicated personnel bias from the hiring process. Now, we <br>can see and use innovative digital forms to draw in, evaluate, and hire the best personnel. <br>This change is more than just implementing new software; it's a fundamental reaffirmation of <br>how technology can improve hiring procedures. The evolution of recruiting techniques in the <br>Indian job market in the digital age is examined in this paper, focusing on the function of <br>many digital tools such as job portals, Linked-in, and applicant tracking systems (ATS). <br>However, the focus of this paper will be on the effectiveness of these digital tools in hiring <br>the top candidates. Is ATS free from bias and can be trusted? This paper will further explore <br>the questions like whether a country like India where the informal sector is huge can leverage <br>technology in hiring candidates. <br>This study attempts to offer an in-depth investigation of hiring trends, opportunities, and <br>obstacles in digital recruiting procedures by using a mixed-methods approach that <br>incorporates both qualitative and quantitative data. The results will help policymakers, HR <br>experts, and job seekers better grasp the wider effects of digital recruiting on India's labor <br>market.</p>