Observing the advantages of utilizing Web 2.0, the industry has seen a great shift in the nature of where human resource management was involved with the start of the trend in re-calibrating HR and recruitment technology to integrate Web 2.0 within company processes. This change was widely embraced as it not only implied an easier workload within a multitude of core functions that HR personnel were responsible for, not only will it save so much time but business executives also realized its true value as it was the turning point for every establishment to cut overhead costs and unnecessary expenses in these turbulent times. It is also utilized to leverage company brands in a highly competitive marketplace creating awareness through press releases, job vacancies, promotions, product marketing and on the spot client service providing the utmost convenience to its employees, customers and investors. After all, the current standards of technology demands companies to be accessible through the power of the internet and openness is a key advantage and a driving force in achieving desired organizational goals.

The advent of Web 2.0 has significantly pushed companies to implement flexibility within organizations mainly because the new generation of employees they would like to attract expects this kind of system to exist. It is their way of life, thus, leaving companies no choice for but to incorporate this into their working practices. Since it has been implemented there are a number of studies that have proven profound effects. To illustrate this, T-mobile UK usually hires graduates before their graduation, a necessity in a competitive environment. One of the concerns of top management is the percentage actual hire versus their forecast because they had already made their offers in March but they were not coming in until September. T-mobile decided to create a forum for that their pre-hire graduates may utilize. It was created to show them that they were there and that they have not forgotten their promise to their graduates. That was the key, pre-employment engagement and visibility. The results were immense as they experienced zero dropouts in September whereas they experienced an average of a ten percent dropout rate in the preceding years without the forum. These T-Mobile employees retained and developed this bond even after hire, coaching one another, supporting one another and continuously building a steady relationship as a group.

Many organizations today, utilize technology as a tool to help them in their human resources management needs. But having HR software independently from recruitment software is still pointless and unproductive. In order to make the most out of the potential of this software, they have to be aligned to each other as well as the other processes practiced in the workplace. In the same way, Web 2.0 needs to be used in such a way that its integration with both hr and recruitment software is seamless.

A few of the important benefits of injecting Web 2.0 into recruitment and hr software is that there will be no longer a need for print outs, memos and circulations whenever a new policy is to be implemented because that can be done through forum or by creating a standalone page the company website, employees will be more open in communicating their thoughts, misgivings and suggestions to hr as they no more need to physically discuss the matter because they may do that through private messaging and you no longer need to send an e-mail to applicant as well because you can do that through twitter.

There are a myriad of benefits that integrating Web 2.0 with your hr or recruiting software can bring to your human resources management system. It may be cost efficient since utilization of networking sites are free, it may be a tool you may use to increase awareness on company branding, it can be an effective bait for attracting talent but the most important of all is it encourages communication. Simply said, interactivity is what the next generation of employees care about should be given priority because today, this is the way of life. The expectations of the next generation are influenced by technology and this should be used to attract the next generation and gain leverage for your organization.