Electronic Human Resources Management

E-Job Analysis

Organizations can now access job descriptions online and collect data for job analysis from employees and supervisors via sophisticated online questionnaires (e.g., Common Metric Questionnaire). Data from these systems are automatically summarized, and standardized job descriptions are created. In addition, many of these systems convert the data to a job evaluation format and create job evaluation point scores for use in compensation systems.

E-Recruiting

To attract talented applicants, a large number of organizations now use Web-based systems, portals, or kiosks to post job openings and screen résumés. These e-recruiting systems are also used to track applicants, provide them with virtual job previews, and evaluate the cost and effectiveness of recruiting strategies. Research on e-recruiting systems has shown they do attract a larger number of applicants but may not always attract higher quality applicants than traditional sources. In addition, research suggests that the perceived ease of use and navigability of a Web site may affect applicants' motivation to apply for jobs, but the attractiveness of the Web site may not always influence applicants' attraction to organizations. Furthermore, research has indicated there are individual differences in the use of e-recruiting systems. For example, research has shown that online recruiting is more likely to be used by young, male, well-educated, computer-literate applicants than by those who are women, over age 55, or lack computer skills. In addition, research has revealed that White candidates may be more likely to use online systems than some ethnic minorities (e.g., Hispanic Americans). One reason for this is that there is a digital divide in society that precludes some ethnic minorities from gaining access to computers or receiving computer training. However, other studies have shown that African Americans may be receptive to online systems, especially when they perceive these systems to be objective or as providing them with information about the climate for minorities in the organization. Taken together, these findings suggest that the use of e-recruiting may affect the characteristics and diversity of an organization's workforce.

E-Selection

Organizations are now using e-selection systems to assess job applicants' knowledge, skills, and abilities; manage applicant flow; and evaluate the effectiveness of selection systems. For example, résumé scanning systems often search résumés for keywords and provide candidates with immediate feedback about whether they are qualified for jobs. In addition, organizations now conduct interviews, personality assessments, and background checks online and use computerized testing to examine candidates' cognitive ability levels. Furthermore, intelligent Web-based systems are used to generate profiles of applicants' strengths and weaknesses, and can be used to generate a set of specific interview questions for managers. The data from these systems are then combined with results of drug tests and other assessments to help managers make final hiring decisions. Little research has been conducted on e-selection, but some critics have argued that online systems (e.g., cognitive ability testing, keyword systems) may not produce reliable and valid assessments because they are not always monitored or based on job analysis. It merits noting that e-assessments are subject to the same professional standards as other selection procedures.

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