HRM Literature Review

Modern challenges and the digital revolution have significantly influenced the design of business
activities on all levels. Internet and social media have opened new channels and opportunities for
implementing human resource management. With its multiple advantages, the Internet has
significantly changed the recruitment and selection of candidates (Slavic, 2017). The use of the
Internet in recruitment and selection was recognised in the mid-1990s and was declared a
revolution in the recruitment processes due to its benefits (Cappelli, 2001). 86.7% of the people
in Poland, when asked about the recruitment process of the job they currently employ, said their
recruitment process was through Internet classified ads, whereas 26.7% pointed to press releases.
(Wolniak, 2018)
According to the research conducted by Agnes Slavic on the role of the Internet and social
networks in the recruitment and selection process, for Manager positions, 30% of companies in
Serbia use the company's official website for the advertisement of vacant positions, 32% on
commercial job websites and nearly 11% on social media platforms like Facebook. For
professional workers, the numbers were even higher: 49%, 48%, and 15%, respectively. 43% of
the companies recruited administration and physical workers through their websites, and 45%
through commercial job websites. (Slavic, 2017)
According to Horodyski (Horodyski, 2023), Artificial intelligence is the new trend in the
recruitment industry and has been increasingly gaining popularity. AI does not replace humans;
Rather, it compliments in doing difficult, repetitive, and time-consuming tasks. It has indeed
become the critical element in the evolution of digital recruiting, progressing from Digital
Recruiting 1.0 (the digitisation of job offers and applicant information on the Internet) to Digital
Recruiting 2.0 (aggregating job offers from multiple sources) and now to Digital Recruiting 3.0,
where AI technology plays a central role.
According to the study, 73.5% of the participants confirmed their intention to use AI technology
in recruitment or use it more frequently. The study also found that this willingness is supported
by a positive impact of Performance Expectancy on behavioural intention to use AI in hiring
processes. AI was seen as a means of enhancing efficiency, automating repetitive tasks,
improving quality and objectivity, and reducing time response. (Horodyski, 2023)
Another technique, named "open door", is gaining popularity, especially among start-ups.
Companies allow interested people to explore the company and learn about the people,
atmosphere, and organisational culture. Recruitment is also linked with educational institutions.
Companies often send their representatives to educational institutes to submit job offers, offering
internships to students in the company. This technique is effective and costs less than the other.
(Wolniak, 2018)
Many organisations often seek assistance from employment agencies affiliated with the country's
labour office. These labour offices collect and update information about job seekers and publish
magazines and brochures that mention data and insights about local job markets. Moreover, they
provide services like employment counselling, guidance, sharing information, offering training,
and actively helping job seekers in their quest for employment. (Wolniak, 2018)
For the selection method in Poland, interviews are the essential deemed technique, as 100% of
the people are hired through interviews. CV and cover letter are also required for 93.3% of
Poland's jobs. Other methods were skill-based or knowledge-based tests. (Wolniak, 2018)
Citations
Slavić, A., Bjekić, R., & Berber, N. (2017). The role of the Internet and social networks in the
recruitment and selection process. Strategic Management-International Journal of Strategic
Management and Decision Support Systems in Strategic Management, 23(3).
Wolniak, R. (2018). Methods of recruitment and selection of employees in the automotive
industry example. Zeszyty Naukowe. Organizacja i Zarządzanie/Politechnika Śląska.
Cappelli, P. (2001). Making the most of online recruiting. Harvard Business Review, 79 (3), 139–
146.
Horodyski. (2023). Recruiter's perception of artificial intelligence (AI)-based tools in
recruitment. Computers in Human Behaviour Reports.

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Modern challenges and the digital revolution have significantly influenced the design of business

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