Julianna Mae G. Allas. Kaila Rose L. Dapiaoen, Nelson O. Estira, Eunice G. Gueverra, Yves Tara L. Meneses, Julieta C. Rivera, Precious Shaina B. Tupas 4 0
Digitalization in human resource professionals: the efficiency of virtual hiring in the selection process of talent acquisition in Metro Manila Companies 6 6 - - - 109 pages - - - - - . - . - 0 . - . - 0 .
Research Paper: (BSBA major in Human Resource Management) - Pamantasan ng Lungsod ng Maynila, 2022
5
ABSTRACT: The study focuses on the efficiency of virtual hiring compared to traditional hiring and whether it significantly affects decision-making. This can be measured by the amount of time and process in interviewing candidates who applied virtually and traditionally-the respondents are composed of HR professionals currently working in Metro Manila under Philippine-based companies. A correlational research design was used in the study. The researchers used a Likert Scale to determine the result and interpretation of the responses from the survey. The formulas used to compare virtual hiring, and traditional hiring results are composed of percentages, mean, and t-tests. The study revealed that virtual and traditional hiring both have an interpretation of being effective as a way to conduct the hiring process. With that, it can be deduced that virtual hiring has no significant difference or variance with traditional hiring in terms of its efficiency that could affect HR professionals decision-making. It is also evident that only the process of interviewing and the number of qualified candidates acquired virtually has a considerable impact on the decision-making.
5
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/ 2
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Digitalization in human resource professionals: the efficiency of virtual hiring in the selection process of talent acquisition in Metro Manila Companies 6 6 - - - 109 pages - - - - - . - . - 0 . - . - 0 .
Research Paper: (BSBA major in Human Resource Management) - Pamantasan ng Lungsod ng Maynila, 2022
5
ABSTRACT: The study focuses on the efficiency of virtual hiring compared to traditional hiring and whether it significantly affects decision-making. This can be measured by the amount of time and process in interviewing candidates who applied virtually and traditionally-the respondents are composed of HR professionals currently working in Metro Manila under Philippine-based companies. A correlational research design was used in the study. The researchers used a Likert Scale to determine the result and interpretation of the responses from the survey. The formulas used to compare virtual hiring, and traditional hiring results are composed of percentages, mean, and t-tests. The study revealed that virtual and traditional hiring both have an interpretation of being effective as a way to conduct the hiring process. With that, it can be deduced that virtual hiring has no significant difference or variance with traditional hiring in terms of its efficiency that could affect HR professionals decision-making. It is also evident that only the process of interviewing and the number of qualified candidates acquired virtually has a considerable impact on the decision-making.
5
2 = =
2
2 --0------
6 --0-- 2 --------
0 2 --
--20------
--------20--
--------20--
----2
/ 2
/ 2
/
/