Page 1 of 17

Journal for Studies in Management and Planning

Available at

http://edupediapublications.org/journals/index.php/JSMaP/

ISSN: 2395-0463

Volume 04 Issue 03

March 2018

Available online: http://edupediapublications.org/journals/index.php/JSMaP/ P a g e | 73

Business Intelligence and Databases;

An Empirical Study On Its Application

Towards Recruitment Process

Umma Tanila Rema 1

Lecturer, Faculty of Business Studies, BGMEA University of Fashion and Technology,

Dhaka, Bangladesh

Asma Azad Akhi 2

Lecturer, Faculty of Business Studies, BGMEA University of Fashion and Technology

(BUFT), Dhaka, Bangladesh

ATM Adnan3

Lecturer, Faculty of Business Studies, BGMEA University of Fashion and Technology

(BUFT), Dhaka, Bangladesh

Abstract:

Human Resource is one of the most important aspects of every organization. It is human

resources who make things happen. Bangladesh is a developing country with a large

number of populations. But the main difficulty we are now facing is to have skilled and

quality workforce. If once we are able to train them up properly then these humans will be

converted into a resource which is commonly known as human resource. Today’s world is

highly competitive in nature because of invention and adoption of modern technologies. To

adopt and operate these on time in organizations, they need to depend on having right

number of quality human resources. In order to capture the quality pool of human talents,

organizations need to make more informed decision in case of recruitment process and

decision can be more informed, prudent and analytical when they take the help of Business

Intelligence. The purpose of this study is to determine the way of using Business Intelligence

and Databases for recruitment. This paper reveals that employees of HRD (Human

Resource Department) are not well informed about this highly sophisticated business

intelligence process. Even a very few HR practitioners who know about this tool are not

eager to apply this in recruitment process because of the complexity lies with it.

Key words Business Intelligence, E- recruitment, Competitive Advantages, Data

Redundancy, Purposive Sampling, Convenience Sampling, Data Mining

JEL Classification Numbers: M12, M15, M51

Page 2 of 17

Journal for Studies in Management and Planning

Available at

http://edupediapublications.org/journals/index.php/JSMaP/

ISSN: 2395-0463

Volume 04 Issue 03

March 2018

Available online: http://edupediapublications.org/journals/index.php/JSMaP/ P a g e | 73

Introduction

A key element of human resource management

is the recruitment of staff, as this function

generates the human capital that forms the

foundation of an organization. The future

success of an organization depends

predominantly on the success of its human

resource efforts, which evolve through the

identification and attraction of quality new

employees generated from the recruitment

process (Barber, 1998). The elements of the

recruitment process which have been

recognized as having a potential influence on

recruitment outcomes include the impact of

recruiters involved in the process, the

administrative recruitment policies and

procedures of the organization, and the

recruitment sources used to reach and attract

potential applicants (Rynes, 1991).

Recruitment and selection are necessary in

human resource processes that initiated by

organizations where the constant balancing act

is to find and retain quality staff that meet the

needs of the position and the company whilst

minimizing expenditure in the process

(Breaugh, 1992). The ability to attract and

retain superior applicants can lead to a

sustained competitive advantage for

organizations (Turban, Forret, &

Hendrickson, 1998). But there is a danger that

over time organizations routinely attracts,

selects, and retains a group of employees that

are increasingly homogenous (Schneider,

1983, 1987). It occurs because organizations

narrow the array of characteristics possessed

by selected candidates. Pressure is placed on

organizations to ensure their recruitment and

selection strategies are regularly reviewed and

are sufficient in sourcing a diverse range of

quality employees within an increasingly

competitive environment (Hinton &Schapper,

2000).

In this highly competitive, fast paced, and ever

changing environment, organizations

especially banking sector have to realize that a

key competitive quantity is how quickly they

can respond and adapt to change. Use of new

information system like business intelligence

can help to make quick adaptation with this

ever changing environment. Zeng et al (2006)

defines BI as “the process of collection,

treatment, and diffusion of information that has

an objective, the reduction of uncertainty in the

making of all strategies in decisions.” To make

recruitment process sophisticated, more

systematic, speedy, and error free, the use of

basic concept of business intelligence might be

an exemplary in banking sector. Through BI

tools, all the meticulous information regarding

a candidate can be examined successfully.

Actually through this mean, data is finally

treated as the corporate resource in a new

discipline.

This research paper is written to overview the

use of business intelligence and databases for

recruitment. In section II the literature review

is presented in such a way so that it can

capture the overall concept of recruitment, e- recruitment, and use of database and business

intelligence for recruitment. In section III

methodology is designed in a way so that it

can exhibit the overall procedure of

conducting the current research paper.

Different analysis and findings are presented

in coding sheet and tabulation in section IV.

In section V a conceptual framework is

developed based on some support

frameworks. In the conceptual framework, it

has been tried to show how business

intelligence can be used for recruitment

purpose. Conclusion, limitations, and also

some recommendations are cited based on

the overall research paper in the end section.

Literature Review

Recruitment and E-Recruitment

Recruitment is an important factor for the

organizations since it performs the essential

function of capturing an important resource

into the organization and it has a strategic aim

as it focuses on the need to attract high-quality

people in order to gain a competitive

advantage (Parry & Tyson, 2008).

Recruitment is the process of attracting the

most qualified applicants towards the

organization. Different authors tried to define

recruitment in different ways. Some of the

prominent writers’ definitions are mentioned

here for the purpose of the current

research.Yoder,Dale (1986) defines

recruitment as a “process of searching for

prospective employees and stimulating and

encouraging them to apply for jobs in an

organization.” Schuler, Randall, S., (1987)

described recruitment as “the set of activities

and processes used to legally obtained a

sufficient number of qualified people at the

right place and time so that the people and the

organization can select each other in their own

Page 3 of 17

Journal for Studies in Management and Planning

Available at

http://edupediapublications.org/journals/index.php/JSMaP/

ISSN: 2395-0463

Volume 04 Issue 03

March 2018

Available online: http://edupediapublications.org/journals/index.php/JSMaP/ P a g e | 74

best short and long term interests. Recruitment

might be the “most critical human resource

function for organizational success and

survival” (Taylor and Collins, 2000).

Memoria (1998) suggested some elements that

must contain in a good recruitment:

Organization’s objective, identification of the

recruitment needs, preferred source of

recruitment, the cost of recruitment, and

criteria of selection and preferences. More

specifically, to make recruitment strategic, HR

practitioners must find effective answers to the

following five questions (Breaugh 1992;

Breaugh and Starke, 2000): (1) whom to

recruit? (2) Where to recruit? (3) What

recruitment sources to use (e.g. the web,

newspapers, job fairs, on campus, etc)? (4)

When to recruit? (5) What message to

communicate?

Organizations have to recruit people with

required skills, experience, and qualifications

if they want to survive and flourish in a highly

competitive environment (Adewoye, J.O.

&Obasan, Kehinde, A. 2012). Actually

innovation of modern technology makes the

world more dynamic and now to cope with this

dynamic world sectors especially banking

sector needs to initiate different technological

advancements in recruitment. Basically to

attract the interested and qualified candidates,

banks are now taking help of modern

technology. Now Within a span of click

candidates can send their CVs from remote

place which the employers receive via in an

electronic form and then filter those CVs from

the other respective candidate’s CV’s (Finn,

2000). In earlier years, to fill up vacant

positions there required 62 days but it just

takes 32 days now. This happens because of

using E- Recruitment (Willen brock,

2005).According to Ruel et al (2008), E- Recruitment is a part of electronic human

resource management (E-HRM).E-HRM is an

internal application which adds value to the

management by ensuring more effective and

efficient information flow and that is a way of

doing HRM. E-HRM helps to create

interaction and intersection between IT and

HRM which leads to the emergence of HRMS- it is a system that helps to acquire, analyze,

manipulate, store, retrieve, and distribute

information about an organization’s human

resources. Kulkarni (2012) stated in his article

that the E-HRM is the web-based solution and

can be considered as a way to implement HR

strategies, policies, and practices in

organizations through the use of web-based

technology. It also includes: e-employee

profile, e-recruitment, e-selection, e-training,

e-performance, and e-compensation.

According to Du Plessis (2007) and Hartel et

al (2007), e-recruitment is growing

exceptionally fast as more and more of the

population gains access to technology. Even

people who do not possess own PC is able to

utilize this means for a job search by using

cyber-cafes. Organizations and employment

agencies can display their vacancies and work- seekers can enter their CV’s on the World

Wide Web at a relatively inexpensive price.

Dysart (2006) mentioned in his article that

with the help of e-recruitment, employer can

easily screening the CVs’ of interested

candidates the good from the bad, and potential

candidates can be informed quickly whether or

not they are qualified for the job being

advertised. The software also allows the

recruiter to get the applicant’s past information

which is usually not found in any resumes.

Business Intelligence and Databases

The concept of Business Intelligence is

brought up by Garner Group since 1996. It

supports management to achieve competitive

advantages. Business Intelligence by today is

never a new technology instead of an

integrated solution for companies within which

the business requirement is definitely the key

factor that drives technology innovation.

Business Intelligence (BI) refers to the ability

to use information to gain a competitive edge

over

competitors. It is rated as the most wanted

technology by businesses across the world.

Even in current times of economic downturn,

when IT budgets are being cut, BI is still

among the top of executive’s priorities

(Gartner, 2009). Golfarelli et al (2004)

defined BI that includes effective data

warehouse and also a reactive component

capable of monitoring the time critical

operational process to allow tactical and

operational decision- makers to tune their

actions according to the company strategy.

Stackowian et al (2007) said about Business

Intelligence as a process of collecting large

amount of data, analyzing them with a

systematic way and then exhibiting a set of

reports that convey the gist of that data into the

basis of business actions and helps