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Is this appropriate use of analytic software

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Reference no: EM133464939

Question

Text analytics is one area of technological improvement that has impacted HR practices. In light of the sheer number of applicants for many positions (often in the thousands!), more and more companies are moving toward using text-analytic software that reviews resumes and provides ratings on candidates. These programs are made to look for certain terms and can be used to either automatically reject candidates, or provide a score regarding the rating of the candidate.

Is this an appropriate use of analytic software? Are candidates or hiring managers likely to accept or reject the use of this practice? What other technologies could impact selection in the future?

Reference no: EM133464939

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