The report recommended treating hiring as a “critical
business process” rather than as an “administrative
function,” and managing the introduction of such as system
not as an IT or HR office initiative, but as an
organizational change.
It said successful hiring not only depends on valid
selection criteria and assessment methods, but relies on
managers and HR professionals whose roles in the hiring
process will be changed.
Agencies need to “communicate roles and expectations to line
managers, HR professionals, and applicants,” as well as
“clearly define these roles and expectations,” according to
the report.
It said that line managers in particular, need to recognize
that these hiring systems do not relieve them of their
responsibilities, including their active participation in
job analysis and applicant assessment.
The report further cautioned that HR professionals, while
they may perform adequately in a paper-based context, may
not be prepared for an IT intensive process with new demands
on knowledge and judgment – thus, ensuring the competence of
HR professionals is central to making automated hiring work,
said the report.
