Digitalization of remote personnel recruitment

Abstract

The article considers the issues of using digital technologies and tools in the field of search and selection of personnel, taking into account the development of forms of remote work and intercultural cooperation. Technological development, labor globalization processes, economic crisis, pandemic, war and increased fierce competition have led to the emergence of new forms of employment and the use of new modern tools in terms of attracting personnel. The analysis of the labor market proves the need for search and recruitment specialists to use digital tools, update business processes in companies, and adapt the company's recruitment processes to modern business needs. The ability to perform work from anywhere in the world, broad prospects for global staff mobility and remote work have become one of the modern challenges facing businesses and recruiters in particular. Remote recruiting as a form of hiring and personnel management is gaining popularity and is becoming an important component of the modern business process. A list of advantages and disadvantages of using remote recruiting is provided in order to simplify the selection and identification process. The study revealed a significant number of digital tools that are offered for remote recruiting, which indicates the relevance of this issue. The main characteristics of digital tools in terms of relevance and practical use are described, which help to navigate among the tools offered on the market. The study shows that the use of digital tools significantly improves the productivity and efficiency of the recruitment process. General recommendations on the main aspects of choosing an automated system to work in the context of remote recruiting are formed. It is noted that the choice of an automated system for recruiting should be adapted to the individual needs and objectives of the company. The use of digital tools in the context of remote recruiting will lead to optimization of business costs in terms of time, finance and resources, improving the candidate evaluation system and reducing the degree of influence of the human intervention factor.