A utilização das tecnologias nos processos de recrutamento e seleção de pessoas: análises, desafios e tendências
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Data
2016-02-04
Autores
Gaspar, Denis Juliano [UNESP]
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Editor
Universidade Estadual Paulista (Unesp)
Resumo
Este estudo, de natureza qualitativa, buscou investigar e comparar a utilização das tecnologias nos processos de Recrutamento e Seleção de pessoas em empresas. Procurou, também, compreender os efeitos e desafios presentes no dia a dia daqueles que trabalham neste subsistema de Recursos Humanos fazendo uso das tecnologias, bem como, as tendências de uso de recursos tecnológicos para os próximos anos. O estudo aliou pesquisa bibliográfica com pesquisa exploratória. Na pesquisa exploratória, utilizou-se como instrumento para coleta de dados uma entrevista semiestruturada, aplicada a uma amostra intencional composta por 16 participantes envolvidos com Recrutamento e Seleção de Recursos Humanos para atuação em empresas, de ambos os sexos, maiores de 18 anos e com experiência mínima de três anos nesse subsistema de Gestão de Pessoas, além de conhecimentos em tecnologias, como utilização da Internet, do Skype®, Mídias Sociais, softwares específicos e atuação como agentes de Recrutamento e Seleção eletrônicos. Os dados obtidos nas coletas foram analisados descritivamente, por meio da Técnica de Análise de Contéudo. Os resultados apontaram para a utilização da Internet por grande parte dos recrutadores e selecionadores, para avaliação prévia de seus candidatos. Entretanto, levantou preocupações em relação à exposição das informações dos indivíduos na Internet, mesmo quando estes não se encontram à procura de trabalho. A utilização das tecnologias na aplicação e interpretação de testes para Recrutamento e Seleção e da entrevistas via Skype® também figuraram nos resultados deste estudo. Apresentou e discutiu prós e contras em relação à utilização das tecnologias em Recrutamento e Seleção, destacando os desafios enfrentados pelos profissionais desta área em relação à subjetividade no momento da escolha do melhor candidato. Foi percebido baixo número de produções que tratassem do aspecto humano das relações entre recrutadores e candidatos. Apresentou também, as percepção dos profissionais frente às tendências relacionadas à utilização das tecnologias nos processos de Recrutamento e Seleção de Pessoas. Os dados do estudo reiteram a necessidade de novas pesquisas envolvendo as temáticas, no sentido de contribuir para melhor eficiência nos processos de Recrutamento e Seleção com uso de tecnologias, em âmbito corporativo. O estudo encontra-se dividido em tópicos a partir da introdução, apresentando os objetivos, a justificativa, definição de termos, revisão de literatura a respeito dos temas tecnologias, recrutamento e seleção de pessoas e demais abordagens de relevância à pesquisa. Além disto, apresenta 2 artigos para complementação das reflexões propostas.
This study, of qualitative nature, aimed to investigate and compare the use of technology in the Recruitment and Personnel Selection processes in companies. Also sought to understand the effects and challenges in the everyday life of those working in this subsystem of Human Resources making use of technology and the use trends of technological resources for years to come. The study allied literature research with explanatory research. The explanatory research used as an instrument for data collection a semi-structured interview, applied to an intentional sample of 16 participants involved with Recruitment and Selection of Human Resources to work in companies, of both sexes, older than 18 years and with minimum experience of three years in this subsystem of personnel management, as well as expertise in using technologies, such as Internet, Skype®, Social Media, and specific software acting as recruitment agents and electronic selection. Data were descriptively analyzed through Content Analysis Technique. The results pointed to the use of the Internet by most recruiters and selectors to prior assessment of their candidates. However, concerns are raised about the exposure of information from individuals on the Internet, even when they are not looking for working. The use of technology in the application and interpretation of tests for Recruitment and Selection and interviews via Skype® also figured in the results of this study. The study also presented and discussed pros and cons regarding the use of technology in Recruitment and Selection, highlighting the challenges faced by professionals in this area in relation to subjectivity in choosing the best applicant. It was perceived low number of productions that treat the human aspect of relations between recruiters and candidates. It also presented the perception of facing professional trends related to the use of technology in the processes of Recruitment and Selection of people. Data from the study reiterates the need for further research involving these topics, to contribute to better efficiency in the recruitment and selection processes with use of technologies in the corporate sphere. The study is divided into topics from the introduction, with the objectives, rationale, definitions of terms, literature review about the topics technology, recruitment and selection of people and other approaches of relevance to research. Furthermore, it features two articles to complement the reflections proposals.
This study, of qualitative nature, aimed to investigate and compare the use of technology in the Recruitment and Personnel Selection processes in companies. Also sought to understand the effects and challenges in the everyday life of those working in this subsystem of Human Resources making use of technology and the use trends of technological resources for years to come. The study allied literature research with explanatory research. The explanatory research used as an instrument for data collection a semi-structured interview, applied to an intentional sample of 16 participants involved with Recruitment and Selection of Human Resources to work in companies, of both sexes, older than 18 years and with minimum experience of three years in this subsystem of personnel management, as well as expertise in using technologies, such as Internet, Skype®, Social Media, and specific software acting as recruitment agents and electronic selection. Data were descriptively analyzed through Content Analysis Technique. The results pointed to the use of the Internet by most recruiters and selectors to prior assessment of their candidates. However, concerns are raised about the exposure of information from individuals on the Internet, even when they are not looking for working. The use of technology in the application and interpretation of tests for Recruitment and Selection and interviews via Skype® also figured in the results of this study. The study also presented and discussed pros and cons regarding the use of technology in Recruitment and Selection, highlighting the challenges faced by professionals in this area in relation to subjectivity in choosing the best applicant. It was perceived low number of productions that treat the human aspect of relations between recruiters and candidates. It also presented the perception of facing professional trends related to the use of technology in the processes of Recruitment and Selection of people. Data from the study reiterates the need for further research involving these topics, to contribute to better efficiency in the recruitment and selection processes with use of technologies in the corporate sphere. The study is divided into topics from the introduction, with the objectives, rationale, definitions of terms, literature review about the topics technology, recruitment and selection of people and other approaches of relevance to research. Furthermore, it features two articles to complement the reflections proposals.
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Palavras-chave
Tecnologias, Recrutamento e seleção de pessoas, Recursos humanos, Technologies, Recruitment and selection of persons, Human resources