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1. Introduction
Business process management (BPM) involves creating new knowledge by redesigning business processes, developing capabilities in emerging technologies and authorizing people to complete tasks. Its activities include identification, discovery, analysis, improvement, implementation, monitoring and controlling in a specified business or industry (Dumas et al., 2018). BPM has become an essential field for business researchers and practitioners by offering approaches and standards to attain high business value in recent years. Organizations have recognized values from information technology innovation and development, along with changes in business processes and work practices (Van der Aalst et al., 2016; Baiyere et al., 2020). Organizations can automate their processes using emerging technologies to remove unnecessary work and information flows to attain their business goals in a business process redesign project. The new changes reflect their fresh understanding of the work in those business processes (Dumas et al., 2005) and business strategies.
Human resources management (HRM), as an essential activity in business process management, improves the competitiveness and profitability of a business (Porter, 2001; Bagga and Srivastava, 2014; Paauwe and Boon, 2018). Employees and customers are more satisfied with a company if its HR processes are effective and efficient. Furthermore, the company tends to be more innovative, have higher productivity, and develop a more favorable reputation in the business world. With the Internet and social media spread, a massive amount of information is available online. Therefore, internet-based employment systems are essential in handling big data issues in the HRM field. HR professionals must keep up with the fast changes in business trends and challenges. They must learn new techniques and technologies to improve business performance and processes (Ahmad and Van Looy, 2020).
Today, organizations and their recruiters have moved away from the traditional offline methods of candidate searches to internet-based approaches (e.g. news, social media, blogs, recruiting websites and organizations’ websites) (Lazare et al., 2012). In this regard, the Internet facilitates the application process. For example, LinkedIn, Glassdoor and Indeed users can easily apply for positions using their textual profiles as resumes. Meanwhile, recruiters in the HR department are receiving large numbers of applications in text format. Fast responses to job applications could ensure that the best applicant is retained and that business development is fuelled....