Automatic Personnel Selection Systems in Russia and Abroad: Features and Problems

The recruitment process involves several sub-processes, including the selection of personnel that fully meet the business needs of an organization. During the literature review, which will be presented in Part 1, it became clear that organizations at first did not attach importance to this process, leaving it traditional, and then realized that an improperly organized recruitment process leads to many problems in business. Today's companies use technology to improve their product not only by using IT to create the product, but also to improve their business processes. Recruitment process, as a rule, is long and typical. This is what led companies to resort to its automation. This trend is actively developing and, as a result, the development of such systems is relevant at the moment. A large number of foreign companies actively use such systems in their business, they are convinced that time and money are important things for business, the use of automatic systems will save both. Automatic recruitment systems are also used in Russia. But, unfortunately, not everyone is sure of the efficiency of these platforms, so they try to change the business process of their companies by other methods, or do not see the point in changing the established traditional system of recruitment in their company. Also, heads of many organizations have problems with the choice of appropriate to their requirements automatic recruitment systems. That is why the purpose of this research was the analysis of the efficiency of systems of personnel selection, as well as the analysis of recruitment services, which are relevant and most frequently used nowadays. In order to achieve the above mentioned goal it is necessary to solve the following tasks: 1) To analyze the process of hiring an employee. 2) To find out the popularity of hr-services in Russia and abroad. 3) To propose hypotheses for the research. 4) To identify alternative solutions to improve the traditional recruitment model and compare them. 5) To conduct a survey among potential job applicants to assess their satisfaction with the automatic staff selection systems. 6) Conduct a brief review of current hr services. 7) Make recommendations for potential future users of automated recruitment systems. 8) Confirm or disprove the hypotheses of this study. Further, it is worth mentioning the research methods to be used in this work: 1) Analysis and synthesis of theoretical and practical research 2) Bibliographic literature analysis 3) The survey 4) Process simulation 5) Data analysis Professional importance: Research can be useful for entrepreneurs who are interested in employees who fully meet their requirements, as well as for managers who are interested in improving the models of business processes of the company. This project will also help recruiters learn about the capabilities of all available automatic recruitment systems. This research combines the knowledge of the following disciplines: personnel management, process management basics, enterprise architecture, process and system modeling. In addition, the developed recommendation should help companies to choose the right recruitment system as well as to evaluate the effectiveness of these systems. This work consists of 3 chapters, an introduction, an opinion and a list of literature. The main sources of information were books, articles and official web pages.