Outils informatiques de gestion de recrutement et standardisation des façons de recruter
Emerged in the late 90's, recruitment management software applications are now a standard equipment in large companies. Choosing to implement these systems often corresponds to the will to standardize recruiting practices with, in the background, alignment and "professionalization" stakes. In particular, the growing influence of monitoring indicators on recruiting activity, and the rise of "employer brand" and "diversity" issues, are strong incentives for large companies to standardize their recruitment processes. To support practices normalization, project managers refer to the so-called "best practices" embedded in the recruitment software. The use of such rhetoric is congruent with transversality of human resources (HR) and the search for legitimacy of HR people in recruiting activity. The software vendors and the consultants also extensively use this "best practices" discourse in order to restrain the demand for software customization, which is made economically unviable by the Software as a Service business model.
|Date of creation:||01 Apr 2013|
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|Note:||View the original document on HAL open archive server: https://halshs.archives-ouvertes.fr/halshs-00971311|
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- Guillemette De Larquier & Emmanuelle Marchal, 2008. "Le jugement des candidats par les entreprises lors des recrutements," Post-Print halshs-00677786, HAL.
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