Юрьева Оксана Владимировна, канд. экон. наук, доцент кафедры управления человеческими ресурсами, Институт управления, экономики и финансов, ФГАОУ ВО «Казанский (Приволжский) федеральный университет»: Россия, Республика Татарстан, 42008, г. Казань, ул. Кремлевская, 4.

Зикун Каралина Сергеевна, бакалавр, кафедра управления человеческими ресурсами, Институт управления, экономики и финансов, ФГАОУ ВО «Казанский (Приволжский) федеральный университет»: Россия, Республика Татарстан, 42008, г. Казань, ул. Кремлевская, 4.

Сабанина Дарина Игоревна, магистр, кафедра управления человеческими ресурсами, Институт управления, экономики и финансов, ФГАОУ ВО «Казанский (Приволжский) федеральный университет»: Россия, Республика Татарстан, 42008, г. Казань, ул. Кремлевская, 4.

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DIGITAL RECRUITING TOOLS

Yuryeva Oksana Vladimirovna, Cand. of Econ. Sci., Ass. Prof., Institute of Management, Economics and Finance, Kazan (Volga Region) Federal University, Kazan, Russia.

Zikun Karalina Sergeevna, Bachelor, Institute of Management, Economics and Finance, Kazan (Volga Region) Federal University, Kazan, Russia.

Sabanina Darina Igorevna, Master, Institute of Management, Economics and Finance, Kazan (Volga Region) Federal University, Kazan, Russia.

Keywords: recruiting, digital tools, personnel selection, automation, labor market, recruitment agency, business processes.

Abstract. The article discusses the main features of the recruitment market at the present stage, as well as the tools of personnel selection. A comparative analysis of modern digital tools is carried out, with the help of which their key advantages and disadvantages are determined. With all the advantages and disadvantages of the considered tools highlighted, it is necessary to take into account the fact that, of course, modern technologies significantly accelerate and in some cases simplify the selection of candidates. But it must be remembered that digital tools do not have 100% reliability and accuracy, and so far cannot fully replace the recruiter’s personal communication with the candidate. This is due to the fact that it is easier for a candidate to lie “through the monitor”, because those reactions, verbal and non-verbal signals that a candidate transmits are sometimes more difficult to pick up remotely than in a personal conversation. Recruiters are turning into internet marketers. Therefore, it is important to be able to work with attendance counters and keep tracking the sources which bring worthy candidates. The ability to program chat bots is also valuable – they already successfully carry out initial selection for mass professions. Online tests are also needed – they increase the speed of testing candidates’ technical knowledge and as a result, hiring. Equally important is to have referral selection methods in social media: if previously specialized communities in this area mainly existed in IT, now they are spreading in all areas. As a recommendation to improve recruiting, we proposed to devote more time to analyzing the process of closing a vacancy in orderto promptly make changes to the company’s business processes.

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