ОЦЕНКА СОЦИАЛЬНОЙ ЭФФЕКТИВНОСТИ ЦИФРОВЫХ ТЕХНОЛОГИЙ РЕКРУТМЕНТА: ОПЫТ ЭМПИРИЧЕСКОГО ИССЛЕДОВАНИЯ

Abstract

The article proposes the author’s approach to assessing the social effectiveness of digital technologies used in human resource management of an organization. Its relevance is due to a number of circumstances: high rates of digitalization of key functions of human resource management; the introduction of digital technologies, viewed through the prism of economic results obtained by business, while social results remain “in the shadow”; the absence in the literature of an unambiguous answer to questions about the social consequences of digitalization and how to measure them. The study is based on empirical data collected by the authors as part of a case study that used Skillaz digital technology, which is being used by a number of Russian companies to improve recruitment efficiency. The design of the study is based on the Harvard model of human resource management, which allows interpreting the results of personnel-related decisions as a balance of interests of key stakeholders. The case study considered only those stakeholders who were directly involved in the implementation of Skillaz and are its users. Methods for collecting primary information were in-depth semistructured interviews with experts, a survey of specialists on the recruitment specialists of a large industrial enterprise, and analysis of hiring documents. The approbation of the methodology developed by the authors showed that it allows us to characterize the functional satisfaction of Skillaz users in sufficient detail, but not enough to assess their emotional satisfaction. Further research in this area is related to the improvement of tools to better reflect the emotional aspects of working with digital technologies in human resource management.