DIGITAL TRANSFORMATION AT THE RECRUITMENT AND SELECTION PROCESS: A STUDY OF SEMANTIC ANALYSIS
DOI:
https://doi.org/10.23925/2179-3565.2021v12i2p67-74Keywords:
Digital transformation, Recruitment and selection, Semantic data analysisAbstract
An era of exponential technological changes marks the current century. The convergence of different processes has changed the way that companies use technology. Thus, the objective of this study is to reveal how companies can achieve digital transformation at the recruitment and selection process through semantic data analysis. The methodological procedures were elaborated in a descriptive exploratory research, through the qualitative method, which consisted of the literature review and documentary analysis. As a result, it was found that technology, by using artificial intelligence, can assist in the analysis of the candidates' responses. Therefore, if a person uses more the pronoun “we”, it may indicate that the person is more sociable, according to the analyzed case. In this way, it is concluded that technology can corroborate for a more assertive hiring in the management of Human Resources, and then increase efficiency in recruitment and selection activities. Therefore, the future of work will be marked by advanced technologies.
References
BOURGEOIS, L. J.; EISENHARDT, K. Strategic decision processes in high velocity environments. [J] Management Science, 1988, 34, 7, 816-35.
CHESBROUGH W. H. Open Innovation. The new Imperative for Creating and Profiting from Technology. [B] Harvard Business School Press, 2006.
DALESSANDRO, C. Recruitment Tools for Reaching Millennials. [J] International Journal of Qualitative Methods, 2018, 17(1).
FLATTEN, T. C. et al. A measure of absorptive capacity: Scale development and validation. [J] European Management Journal, 2011 v. 29, n. 2, p. 98- 116.
GUPTA, S. Implantando Estratégia Digital. [B] São Paulo: M. Books do Brasil Editora Ltda, 2018.
HININGS, B.; GEGENGUBER, T.; GREENWOOD, Royston. Digital Innovation and Transformation: An institutional perspective. [J] Journal Elsevier, 2018, volume 28, pages 52-61.
LOWIK, S., KRAAIJENBRINK, J. and GROEN, A.J. The team absorptive capacity triad: a configurational study on individual, enabling, and motivating factors. [J] Journal of Knowledge Management, 2016, Vol. 20 No. 5, pp. 1083-1103.
KOLLITZ, R., RUHLE, S., SÜß, S. Recruitment practices under scrutiny: A latent-profile analysis of family firms’ approaches to recruit non-family employees. [J] German Journal of Human Resource Management: Zeitschrift Für Personalforschung. 2019 33(3), 167–196.
MARTINEZ-GIL, J. An Overview of Knowledge Management Techniques for e-Recruitment. [J] Journal of Information & Knowledge Management, 2014, Vol. 13, No. 2.
SCHUMPETER, J. A. Theory of Economic Development: an investigation into profits, capital, credit, interest and the economic cycle. [B] Os Economistas Collection. São Paulo: Nova Cultural, 1997.
SHREE, S; SINGH, A. S. Exploring Gamification for Recruitment through Actor Network Theory. [J] South Asian Journal of Human Resources Management. 2019, 6(2), 242–257.
SHIH, H; SUSANTO, E. Is innovative behavior really good for the firm? [J] International Journal of Conflict Management, 2011, 22(2), 111–130.
TAULLI, T. Introduction to Artificial Intelligence. [B] Brasil: Novatec, 2019.
WARNER, K. S. R; WAGER, M. Building dynamic capabilities for digital transformation. An ongoing process of strategic renewal. [J] Journal Elsevier, 2019, 52, pages 326-349.
Downloads
Published
Issue
Section
License
This Journal is licensed under a Creative Commons Attribution-Non Commercial-No Derivers 4.0 International license.
1.The author (s) authorize the publication of the article in the journal;
2.The author (s) warrant that the contribution is original and unpublished and is not in the process of being evaluated in other journal (s);
3. The journal is not responsible for the opinions, ideas and concepts emitted in the texts, as they are the sole responsibility of its author (s);
4. The editors are entitled to make textual adjustments and to adapt the articles to the standards of publication.
