COMPUTER-INTEGRATED RECRUITMENT TECHNOLOGIES

The subject of this article is digital recruitment technologies, the object is the staff management system. The goal is to propose and justify options for solving difficulties when using computer-integrated recruitment technologies.

The study is based on classical approaches to recruitment management and the analysis of current works of young scientists devoted to computer-integrated technologies. Digital recruitment tools are designed specifically for young people. The practice of using digital technologies allows companies to improve and simplify staff management processes, save resources. However, for the successful and effective integration of new recruitment technologies, it is necessary to keep in mind possible difficulties, assess risks and reduce their impact.

Based on the analysis of modern studies of the digitalization of staff management, the list of the main difficulties in the practice of using computer-integrated recruitment technologies is proposed. The comparative analysis of the practice of using digital recruitment technologies by banks showed differences in the use of digital opportunities for attracting and selecting applicants by the services used, attention to visualization, design, style, etc. As the result, options for solving the difficulties of choosing computer-integrated recruitment technologies and possible stages of their implementation were proposed.

The usefulness of using a particular platform(s), the availability of financial, time, labor, and material resources of the company, as well as the possibility of forming digital competencies among employees, are proposed as possible selection criteria.

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