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Life as a human resource manager used to be simple. Not anymore. The rate of change in HR practice is increasing at a pace never seen before. HR practices that were state-of-the-art five years ago are hopelessly out-of-date today. For example, let’s look at the recruiting process. A few years ago, virtually all applicants forwarded resumes to organizations by traditional mail (snail mail). It typically took several days for the resume to arrive, another day for it to be routed to HR, and another two or three days for it to be processed and sent to a potential hiring manager. Each hiring manager evaluated the resume using whatever criteria he/she thought appropriate. The decision was then routed back to HR and eventually to the applicant. The entire process often took weeks. Contrast that scenario with today’s. In 1997, 11% of large U.S. firms used the web to assist with recruiting. In 2001, that number had risen to 80%, and it is projected to reach 100% by 2003 (2000 Hunter HR Self Service Survey). Indeed, it is difficult to find a corporate website without an option to learn about job opportunities and submit resumes. The change, however, has gone far beyond simple electronic submission of resumes. Today resumes are electronically scored and input into sophisticated ERP (enterprise resource planning) systems. Applicants are screened based on predetermined skill requirements of jobs, and a determination made as to which applicants will move to the next step in the recruiting process. Applicants are notified of the outcome of the application, and the appropriate hiring manager electronically notified of a
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