Abstract

Human resources are the key assets of any organisation. Businesses in order to survive in today’s fast-changing world not only rely on human resources, but they also need technology in addition to support their day-to-day activities (du Plessis & Frederick, 2012). As one of the main functions in human resource management, talent recruitment is refers to the processes to search, attract and hire capable candidates to satisfy organisations’ needs for human resources. Organisations have to improve the efficiency of recruitment as there are significant financial implications for them (Marler & Parry, 2016). In fact, they have started moving away from traditional recruitment methods for reducing the inefficiencies and ineffectiveness in attaining suitable candidates for their operational needs. Instead, the adoption of e-recruitment is evidently more popular in New Zealand talent recruitment practice in the recent decade (du Plessis & Frederick, 2012; Rahman, et al., 2014). Technological advancement including the introduction of the latest Artificial intelligence, is a perceived solution for the enhancement of practical efficiency in talent recruitment (Raviprolu, 2017; Upadhyay & Khandelwal, 2018). Despite the importance and perceived usefulness in improving talent recruitment efficiency (Rodney et al., 2019; Vedapradha et al., 2019), little was known about the e-recruitment practices and the adoption of AI for recruitment in New Zealand. This research aims to fill this gap in the extant literature and to obtain an understanding of the evolvement of talent recruitment practice as impacted by the latest advancements of various technologies. This research adopts content analysis (Krippendorff, 1989) to scrutinise recruitment processes published or displayed on an organisation’s websites, social media, and recruitment platforms by 40 large New Zealand organisations. Certain keywords like recruitment practice, recruitment process, hiring process, careers, apply, hire, employ, LinkedIn, SEEK, Glassdoor, and employment policy were used for searching for the secondary data. An inductive approach was used to compare and contrast the collected data to identify the similarities and patterns for modelling the New Zealand e-recruitment process. The findings identify the frequently used recruitment technologies by New Zealand organisations, and there is evidence that a few organisations have started incorporating Artificial Intelligence in their talent recruitment.

Keywords:
e-recruitment, AI applications, recruitment methods and processes