Technology and Writing

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PROJECT OUTLINE
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PROJECT OUTLINE

PROJECT OUTLINE
Student Name: Afolabi Aibor
Institution Name: UMGC
Date: 04/09/2021

1. Project Title

Recruiting Software.

2. Project Objective

This project aims to produce a report that assesses the importance and need of recruiting software in organizations. According to McCrory and Mueller (2017), recruiting software is a prototype of human resource management (HRM) that handles the duties of advertising job openings and pulling the most competent skills for these unfilled posts.
3. Project Background

Recruitment tasks can be boisterous, costly, and time-consuming. With the transforming world we live in today, businesses require a secure and authentic process from announcing vacant positions, evaluating resumes, and interviewing candidates. I picked recruitment software since it will assist in streamlining all these tasks by reducing paperwork and making it simpler for firms to hire fresh workers (Kulkarni and Che, 2019).
4. Project Description

As declared above, recruiting is a time-consuming and intricate task. This predicament is mainly for employment seekers and the institution’s recruitment team. The candidates sometimes find it difficult to find a firm’s physical location to submit application letters and CVs. Likewise, human resource offices get it troublesome when the applicants keep knocking on their office doors every day, morning to evening, with papers looking to chances. To combat these challenges, recruitment software will allow the digitalization of these tasks(Shapovalova and Pavlov, 2021).
5. Participants and effects to the participants

The main participants affected by this project are job seekers, hiring managers, and recruiting software vendors. This project will have both positive and negative effects on the participants involved. On a positive note, recruiting software merchants, specialists, and organizations will gain commercial power from marketing this software. Furthermore, firmly-developed businesses might acquire political dynamism since they possess the monetary potential to use this software. On the contrary, some participants will be negatively affected. For example, both hiring managers and job seekers who do not know how to use this software or maybe slow in adapting to new technologies may be negatively affected. Also, we have people in companies whose main job is conducting paperwork recruitments; introducing digital recruitments means no more jobs to such people.
6. Probable challenges

Recruiting software is expected in the technology market but not common in organizations and businesses. It may be hard to gather enough data regarding this project as not many people in companies have ever interacted with this software. Plus, some firms, especially young firms, may not be willing to venture into this project because of the problems that could arise in implementing this software. For example, firms will have to acquire additional costs to hire new specialists to run this software or equip their contemporary workers. As a trend in technology, recruiting software will make language grow expressively richer. However, people will lose their cultural linguistics and aspects as they strive to adopt evolving technological elements.
7. Probable Cost and Funding Sources

As expensive as recruitment software is, handling this project will not be cheap. This is primarily because we are living in a digital world, which means I will have to stay up to date with any technology trends in the software market. This could call for external sources of funding.

References
Kulkarni, S.B. & Che, X. (2019). Intelligent Software Tools for Recruiting. Journal of International Technology and Information Management, 28 (2). https://scholarworks.lib.csusb.edu/jitim/vol28/iss2/1
McCrory, M., & Mueller, D. (2017). Whole Picture: Recruitment: From Paperwork to “People Work” Featuring the Personal Applicant Tracking System. Public Personnel Management, 29(4), 505–510. https://doi.org/10.1177/009102600002900408

Shapovalova, I., & Pavlov, A. (2021). Transformations in the Recruiting Services and Digitalization. In SHS Web of Conferences, 89 (2), 109-110. https://doi.org/10.1051/shsconf/20219304005