Title of Paper
E-cruitment and its impact on the users of
e-cruitment sites
Submitting Authors
Pam Malcolm
Louise Malcolm
Affiliation/Institutio
UNITEC
n
School
Accountancy, Law and Finance
Postal Box/Address
Private Bag 92025
City
Auckland
Country & Code
New Zealand
email address
pmalcolm@unitec.ac.nz
lmalcolm@unitec.ac.nz
Phone (office)
(09) 815 4321 ext 8343
Fax
(09) 815 2904
1
Table of Contents
Abstract ........................................................................................................... 3
Introduction .................................................................................................... 4
Procedure ........................................................................................................ 4
What is an e-cruitment site? .......................................................................... 4
Impact on employers ...................................................................................... 5
Employers’ experiences............................................................................... 6
Solutions to the quantity and quality dilemma ......................................... 8
Impact on Job Seekers ................................................................................... 9
Job Seekers Experiences ............................................................................ 9
Questionnaire ............................................................................................... 10
The future is now.......................................................................................... 12
Strengths, weaknesses and solutions ...................................................... 12
Conclusion..................................................................................................... 13
References ..................................................................................................... 14
2
Abstract
E-cruitment is “the utilisation of the Internet for candidate sourcing, selection,
communication and management through the recruitment process”. (Hoffman, 2001,
p3). The use of recruitment sites is rapidly increasing and this has both positive and
negative impacts on employers and potential employees. The aim of this paper was to
identify the potential impacts of e-cruitment on society. The impacts on both
employers and job seekers were looked at as the two are closely intertwined.
Five interviews were conducted, three with employers who use e-cruitment sites as
their primary form of recruitment, and two with job seekers who had used e-cruitment
sites in New Zealand and the United Kingdom. A survey was conducted of graduates
and final year tertiary students who had used e-cruitment sites to gain information
about the strengths and weaknesses of this technology and it’s impact on society.
Comparative information of print and Internet based job advertisements was collected
using the New Zealand Herald and various e-cruitment sites.
Employers can save time and money by advertising for staff online. The primary
disadvantage for employers is the large number of applicants that may be received for
a position from all over the world. Many applicants were found to be unsuitable for
the position advertised and while sophisticated filtering software is available, this is
expensive and not currently widely used.
Job seekers can register with an e-cruitment site, search for a position that meets their
requirements and be automatically notified when a job matching their skills and
requirements is posted. However, job seekers can be inundated with positions that
may meet some but not all of their skills and are therefore not suitable. Job seekers
also have the opportunity to utilise the facilities of the Internet to find out more about
the organisation that is offering the position.
There is advanced software available to overcome disadvantages highlighted by
employers and job seekers however this advanced software comes at a high cost and
needs to become more cost effective for it to be widely accepted.
3
Introduction
The Internet has changed the way that many businesses operate. Banking, travel
bookings, supply chain management and marketing are some examples of where
electronic commerce has altered the nature of business transactions. However while
many dot.com enterprises have suffered downturns after an initial boom period the
recruitment of staff online is rapidly increasing. (Olsen, 2001)
The use of recruitment sites is growing. Ecruiting.com.au (2002a) reports that all of
the major recruitment sites in Australia had at least a 33% increase in visitor numbers
in February 2002 over the previous month. Australasian corporates are also rapidly
incorporating online recruitment into their web sites. The Australasian Top 500
Internet Recruiting Study, reported in ecruiting.com.au (2002b), reports a 300%
increase in the use of in-house recruitment on corporate web sites in the last twelve
months.
Hoffman (2001) cites iLogos Research 2001 who reported that in 2001 93% of North
American and 83% of European “Fortune 500” companies used their corporate web
sites for worldwide recruitment.
The aim of this paper was to identify the potential impacts of e-cruitment on society.
The impacts on both employers and job seekers were looked at as the two are closely
intertwined.
Procedure
In order to determine the effect of e-cruitment technology on employers and job
seekers, interviews were conducted and a questionnaire was administered.
Comparative information was also gathered from the employment sections of the New
Zealand Herald. Five unstructured interviews were carried out, three with employers
and two with job seekers who have used e-cruitment sites. The questionnaire was
administered by email after the interviews were conducted to sixty recent graduates
and final year tertiary students, to provide support for the comments made in the
interviews. Quantitative and qualitative data was collected, including which sites had
been used, the reasons for use, relevance of jobs found, ease of use, and advantages
and disadvantages over print-based forms of advertising.
What is an e-cruitment site?
Hoffman (2001) defines e-cruitment as “the utilisation of the Internet for candidate
sourcing, selection, communication and management through the recruitment
process”. (p3)
In New Zealand the main e-cruitment sites are www.nzjobs.co.nz, owned by the
recruitment agency Haines NZ Ltd, netcheck.co.nz, owned by the Radio Network
Limited, seek.co.nz, an independent company not aligned with any other organisation
or recruitment agency and monster.co.nz which is owned by TMP Worldwide, a very
large organisation specialising in recruitment and yellow pages advertising.
Additionally many large companies have their own “careers” pages forming part of
their corporate web sites. (NZ Herald advertising supplement 9 April 2002). In the
Careers section of the Weekend Herald (Aug 31-Sept 1, C11-18) 51% of
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advertisements also displayed addresses of web pages that could be visited for more
information and job application forms.
In two studies Lermusiaux and Snell (2001a & b) investigated the use of corporate
web sites for recruitment purposes of the Fortune 500 companies in North America
and the top 500 companies in the world in 2001.
In 2001 88% of the Global 500 companies used their corporate web site for
recruitment purposes. This has grown from 29% in 1998. The growth is represented
below in Table 1.
Table 1 from Lermusiaux and Snell (2001b)
Further analysis by Lermusiaux and Snell (2001b) showed that 83% of Europeanbased Global 500 companies, 88% of Global 500 companies headquartered in Asia
and the Pacific Rim and 93% of North American based Global 500 companies used
corporate web sites for recruitment purposes. The Asia – Pacific Rim region had the
largest increase in adoption rate with a 20% increase over survey results in 2000.
Lermusiaux and Snell (2001b) attribute this to the associated significant increase in
Internet usage in this region and compare this to only a 1% increase over the same
period in the North American region for Global 500 companies. They therefore
forecast that the rate of increase of the use of corporate web sites for recruitment
purposes will diminish as the adoption rate nears 100%. This conclusion is reached
because they believe that those companies who do not yet use of corporate web sites
for recruitment purposes can be classified as the “late-adopters” who have a more
conservative approach towards recruitment, marketing and embracing new
technologies.
Impact on employers
Bassat (2001) describes the benefits to organisations of advertising online as
including cost benefits plus the removal of print based limitations and an enhanced
functionality for the organisation.
5
In an online advertisement there is a one-off cost per month. The size of the
advertisement is not limited and there are no print deadlines to be met. The
advertisement can be placed online at anytime of the day or night. It is much easier to
load an advertisement online than it is to format it appropriately for a print based
advertisement.
When applicants apply for the positions the employer has the added advantage of
being able to electronically access and process the applications. Bassat (2001)
describes research conducted by Recruitsoft/iLogos into the hiring cycle time. On
average a position will be filled in 43 days if placed in a newspaper advertisement.
Using the Internet this is reduced to 28 days. The 15 day time saving is made up of:
 6 days less time taken to compose, format and place the advertisement
 4 days less for suitable applicants to apply for the position
 5 days less to screen and process the applications electronically.
Hinton and Schapper (2001) discuss the depersonalisation of staff recruitment when
applications are made via the Internet and resumés are searched and sorted according
to key word criteria. They explain that it could be possible for there to be no human
interaction at all between the recruiter and the job-seeker. While they are not in
favour of this development they do state that this makes e-cruitment a very attractive
tool for recruiters because of the efficiencies that can be introduced and the lack of
blame that can be attached to a (human) recruiter if the wrong person is chosen.
Employers’ experiences
The administration manager of the Business Faculty at UNITEC was interviewed.
She is responsible for hiring administration staff in the faculty and is also involved in
the recruitment of academic staff. Administrative positions are advertised on the
UNITEC web site, which connects directly to NZJobs.co.nz, in the NZ Herald, and on
physical noticeboards at UNITEC. When she recently advertised for both a
Programme Administrator and a receptionist approximately 80% of the applications
came from candidates responding to online advertisements. The primary disadvantage
that she experienced was the large number of applications from the online
advertisements from candidates who, it appeared, had searched for any job with the
word “administration” in the advertisement and consequently there were many
unsuitable candidates. An article in People Management (2001) discusses how this
disadvantage can be overcome. It suggests that recruiters use the interactivity offered
by the Internet to ask the right questions that will pre-screen the applicants and
provide the employer with a shortlist of candidates who are suitable for the position.
The administration manager of the Business Faculty at UNITEC reported that there
were a large number of advantages in advertising a position online. Advertising
online is considerably cheaper than print based newspaper advertising. New Zealand
e-cruitment sites such as netcheck.co.nz and nzjobs.co.nz charge $100.00 per month
per advertisement whereas $100.00 would barely be sufficient for one day’s
advertisement in a daily newspaper. She also felt that online recruitment reached a far
wider audience. This is particularly significant when advertising for academic staff.
An additional benefit of online recruitment was that it gave her the opportunity to
investigate and compare the salaries and conditions being offered for similar positions
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in other organisations. Lanphear (2000) also recommends this tactic. She suggests
that in order to create an advertisement that stands out from other similar postings,
employers seek a job similar to the one they are recruiting for. By seeing what other
employers are offering by way of salary and conditions and the qualifications and
skills that they are seeking in a candidate the employer will be in a better position to
compose an advertisement to entice the right person. Obviously this same technique
can be used when creating print based advertisements but it is much easier and faster
to search e-cruitment sites online than to search through many pages and issues of
newspapers.
The human resource manager at UNITEC with the responsibility of e-cruitment was
also interviewed and commented that when they first advertised on line using
Nzjobs.co.nz they were not prepared for the large number of applicants. When an
administration position was recently advertised they received 225 applicants and none
were suitable. The primary reason for unsuitability was that the applicants did not
have NZ work permits. Although it is obviously possible for an overseas resident to
obtain a copy of a NZ newspaper the number of applications coming from overseas
has dramatically increased with jobs being advertised on the Internet. She feels that
the use of e-cruitment has increased her workload dramatically. Firstly, because of
the large number of applications which, according to UNITEC policy, must be
acknowledged. Nzjobs.co.nz is currently unable to supply an on-line application form.
Therefore expressions of interest, or CVs, must be replied to with an official UNITEC
application form. Many applicants only supply an e-mail address and do not include a
postal address with their initial enquiry. Some applicants block their e-mail address
which makes replies impossible. She had investigated setting up an automatic reply
but as the emails could range from an actual application, to a request for more
information, to thanking for the acknowledgement, she now has to select from a range
of pre-set replies. When application forms are received they must be matched with
previously received CVs. They are then printed before being forwarded to managers
within UNITEC. Although filtering software is available it costs $700 per position
advertised. It has therefore not been adopted at UNITEC and every applicant is
passed to managers for perusal. A further frustration is that although job seekers have
the option of attaching a document containing a CV, there are applicants who do not
know how to use the attachment option and a letter must be posted requesting the
missing material. The HR Manager feels that this disadvantage will lessen as job
seekers become more computer literate. Being able to attach files has an additional
disadvantage. When a position for a web designer was advertised some applicants
attempted to attach large multi-media files to demonstrate their skills. The system at
UNITEC was unable to cope with these large files and a letter was sent requesting that
the material be supplied on a CD Rom. A final disadvantage reported was the very
large amount of Spam, viruses and worms that have been received since the
introduction of e-cruitment. Special software has had to be loaded to counter-act this
nuisance.
An interview was conducted with a business consultant who is involved with the
selection of staff for a large number of corporate clients. He agreed with the
administration manager at UNITEC regarding the cost benefits and added that job
vacancies advertised online will stay online for a month for a one-off payment thereby
potentially attracting a greater audience than a one-off newspaper advertisement. One
of his clients is a computer company and they only advertise for staff online. The
7
reason for this is that they expect their prospective employees to be computer literate
and to be using these skills in seeking a job.
Solutions to the quantity and quality dilemma
Jobs advertised on the Internet can be seen by anyone with an Internet connection.
The same claim can be made of jobs advertised in a newspaper however the jobs
advertised on the Internet can be viewed easily by job seekers from all over the world.
This means that if an organisation posts a job on its web site they may receive many
applications from people regardless of their qualifications or location.
People who are surfing the web looking at job vacancies are also more likely to
complete an on line application form than to write a formal job application letter.
This means that a potential employer may have to sift through many more job
applicants than if they had advertised the vacancy in a more traditional manner.
(Harvard Management Update,2000a)
The Harvard Management Update (2000b) recommends that employers wishing to
attract the right candidate need to go beyond advertising on their own web site or on
any of the large general purpose job placement sites such as Netcheck.co.nz or
Monster.com. They offer suggestions to attract the “passive” candidates, who may
have all the qualifications that an organisation is looking for but are not currently
actively seeking to change employment. They suggest that employers should look at
the age and preferences of the types of people they would like to attract to a job.
For example, they recommend that in order to attract a Java programmer the employer
should look at displaying a banner advertisement on sites that are likely to attract Java
programmers. These people are likely to be heavy Internet users and will probably
frequently access Java developers’ sites as well as sports news sites, music download
sites and news sites.
The Harvard Management Update (2000b) also recommends that employers make use
of e-cruitment sites that target specific types of jobs in specific geographical areas.
For example in NZ, Monster.co.nz is IT and executive placement focussed while
seek.co.nz and NZJobs.co.nz are more applicable to people looking for administration
and clerical positions.
If employers are targeting prospective candidates from outside their immediate
geographical area The Harvard Management Update (2000b) recommends making use
of what the Internet offers that cannot be done in a print advertisement. For example,
include links to other sites which allow potential candidates to compare living costs
and calculate relocation costs or, as one enterprising company has done, include a web
camera in the office to show candidates what the work place is like and how the
current employees interact.
The NZ site jobfinder.co.nz offers the facility for employers to enter key words
describing the competencies that they require from an applicant. The site will search
for candidates with the specified competencies and report back to the enquirer.
8
Impact on Job Seekers
In order to find out about a job, the job seeker normally would either type in search
keywords describing the type of position they are looking for (netcheck.co.nz) or
select a category of work they are interested in (nzjobs.co.nz).
When an interesting vacancy is located the job seeker can apply on line by completing
a form and attaching a pre-loaded CV. Using a provided template, covering letters
can also be generated and attached to the application. The job seeker can also access
more information about the company by linking to the employer’s own web site.
Job seekers also have the option to store multiple CVs, track the progress of their
application and create a “job spotter” file containing their skills, personal attributes
and the type of position they are seeking which is used to automatically scan new
postings and advise them via email when a suitable posting is loaded.
Online recruitment sites are not only used by people interested in applying for a new
job. Taylor (2001) reports that research conducted by the Bernard Hodes Group
showed that although in the UK the main motivation for people to access e-cruitment
sites was to look for a new job, in Germany this was only the fourth reason. Other
reasons were to see what jobs were available and with whom, the salaries being
offered in various professions and by various employers and to get general
information about a career move.
When Hinton and Schapper (2001) conducted an experiment using monster.com they
found that they had to strip their personalities and experiences into many parts. They
felt they became no more than “disembodied entities…There was no opportunity for
us as whole people to be considered …And our bits, let alone our whole were not
valued”. (p242)
Job Seekers Experiences
On 15 April 2002 two people were interviewed who had used e-cruitment sites. One
person (person A) had used the main NZ e-cruitment sites when looking for
administrative work and was very enthusiastic about the way that the sites worked.
The other person (person B) had used e-cruitment sites in the UK when looking for
senior training positions and was less enthusiastic about they way that e-cruitment
sites operate. The interviewees raised similar issues, but it was interesting that what
Person B saw as negative, quite frequently Person A saw as a positive experience.
The CV and skills and attributes loaded to an e-cruitment site by the job seeker are
accessed by a key word search by the prospective employer. Both people interviewed
reported that they received many irrelevant emails notifying them of jobs. For
example, Person A had listed as one of her competencies that she was a good
communicator.
She therefore receives notification of many jobs such as
telemarketing which are completely irrelevant to her other job skills. While Person B
viewed this as a nuisance, Person A saw this as an indicator that she should be more
specific when describing her skills and competencies.
Both interviewees described how it could be time consuming searching for a relevant
position because of the large quantity of jobs offered online. Person A pointed out that
9
searches can be limited not only by skills and attributes of the job seeker but
additionally by skills required, salary range, geographical location and competencies
required by the employer. She also suggested looking at only the most current job
postings (i.e. within the last week).
Person A much prefers job seeking using e-cruitment sites to newspaper
advertisements as it is faster than scanning newspaper advertisements and also
cheaper. Applications can be made online thus saving photocopying costs and
postage. She also appreciated how automatic replies inform the applicant that the
application has been received, something that does not often happen when an
application is made in the traditional manner.
Person B has used e-cruitment sites in the UK and in NZ and said that in his
experience they are all quite similar. He thought that there were more job specific
sites available in the UK than in NZ, obviously because of the larger population base.
He found that some sites were quite inflexible when completing an online CV form.
Some sites expect all parts of the form to be completed, even when some fields are
irrelevant. He also found that it took too long to complete the CV form. Person A,
however, discussed how most sites allow the job seeker to attach a pre-prepared CV
thus saving time and effort. She felt that doing this also demonstrated to the employer
that the applicant was more IT literate.
Person A discussed with me how she felt that Internet access could be a limiting
factor for some people. Employers who only advertise online may not reach some
excellent candidates who do not have Internet access. From her personal experience
she has used the email facility available on most sites to email job postings to friends
who may not have the expertise to make the best use of e-cruitment sites.
Questionnaire
Of the sixty graduates and final year tertiary students emailed, sixteen replied to the
questionnaire. Of these sixteen replies, five had not used or viewed any e-cruitment
sites so the sample size was reduced to eleven people (M=7, F=4). The ages of
eligible respondents ranged from 18 to 43 with an average age of 29.6. The
respondents had graduated from a variety of courses, and ten of the eleven are
currently studying, as outlined below:
Education
Currently Studying
Bachelor of Computing
Master of Computing
Bachelor of Commerce
Master of Commerce
Bachelor & Master of Engineering, Bachelor of Science
Master of Computing
Bachelor of Technology
Master of Computing
GDITE
Master of Computing
Bachelor of Commerce
Master of Computing
Master of Computing
Higher Diploma in Hotel Management & Tourism
Bachelor of Commerce
Diploma in Computer Graphic Design
No
Certificate in Business Administration
Certificate in Hospitality
Operations
Bachelor of Science
Master of Science
Table 2 Education levels of questionnaire respondents
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A variety of e-cruitment sites had been used by the respondents, including
stepstone.no (Norwegian), sjs.co.nz, seek.co.nz, monster.co.nz, CIOL.com,
jobsahead.com, jobuniverse.co.nz, nzjobs.co.nz, sjs.co.nz, netcheck.co.nz,
nzherald.co.nz, nzoom.co.nz, desktoppeople.com, yahoo jobs, jobs4grads, and many
IT recruitment websites. The reasons for using these sites are outlined in Figure one.
Figure 1 Responses to question seven ‘Why did you use these sites? (Choose as many as are
applicable).
These responses support the trend in the UK found by Taylor (2001), showing that the
primary reason for accessing an e-cruitment site is to look for a job. However, many
of the respondents also accessed the site out of curiosity and to post a resume, which
puts the onus on the employer to search for the applicant.
On average the respondents found the sites easy to use (M=3.82, sd=.75) and
providing jobs that were somewhat relevant to them (M=2.86, sd=.78), however
mixed responses were found from ‘totally inappropriate’ to ‘extremely relevant’. The
number of times that the respondents checked the site for vacancies ranged from daily
to very infrequently.
The qualitative questions asked for the advantages and disadvantages that the
respondents had experienced using online rather than print based forms of looking for
a job. Advantages included the ease of use in looking, updating requirements and
searching for information, online searching is quicker, cheaper, specifically targeted
to certain jobs, and available at any time in any location. The disadvantages
mentioned included outdated information, the ads can be lacking in some types of
necessary information such as location, too much information to search through
before the relevant information is found, and that the jobs were not relevant to the
seekers requirements. These findings supported the statements made by the five
interviewees. Further advantages exist that were not mentioned by any of the subjects
include the ability to obtain several support services at no cost and the ability to write
and post resumes for large volume distribution. (Turban, King, Lee, Warkentin &
Chung, 2002).
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The future is now
Strengths, weaknesses and solutions
Bassat (2001) predicts that over the next few years the way that e-cruitment is used
will become faster, cheaper and even more efficient. He predicts that including
candidate testing and assessment online, improving the manner in which résumé
databases are maintained and accessed and developing more intelligent software to
filter the applications will produce efficiencies.
Candidate filtering will screen out unqualified applicants and send customised emails
to candidates who are not suitable for the position. Following the interview
conducted with the HR manager at UNITEC, she approached the recruitment
company used and all job vacancies posted now include basic screening questions.
Résumé databases need to be structured so that employers can search them more
effectively and candidates need to be offered better privacy options when posting
résumés online. A huge cost saving can be achieved by making candidate testing and
assessment tools available online. It should also be possible to do much of the
background checking automatically online and to check the testing and assessment
results against the candidate’s supplied details. Being able to effectively measure the
success of online advertising in terms of cost and time can provide additional benefits
to employers. Bassat (2001) feels that software is already available to perform these
tasks but it is not being used effectively.
Gilster, Davison and Dickmeyer (2001) describe an applicant tracking system that
appears to provide what Bassat (2001) thinks should be routinely used. The applicant
tracking system described by Gilster et al (2001) automatically scans résumés which
are in a paper-based form or have been submitted electronically and maps the
pertinent information directly into a database. An initial screening of the database for
those candidates who meet the required qualifications will provide a shortlist for the
employer to manually review. A reporting function provides the costs per employee
hired.
Some responsibility for job seekers’ mis-use of e-cruitment sites, as highlighted by
the H.R. person at UNITEC, must lie with the developers of the sites. Applicants may
need to be given greater direction on how to attach files, the problems associated with
attaching large files and the necessity to include a (contactable) e-mail address with
the job application.
An innovative idea has been used by Sealord to recruit deep sea fishing staff and 400
temporary staff for the Hoki season. Greenwood (2002a) explains that, as most
fisherfolk would not have access to a computer or know how to use the Internet,
Sealord have established simple systems on special terminals at the Nelson branch of
Work and Income to encourage prospective employees to apply online. This system
will create a database of staff for future fishing seasons and handle all of the
communications associated with recruiting.
Lermusiaux and Snell (2001a) highlight what they believe to be leading edge
developments in e-cruitment as job-specific screening tools, reuse of candidate
information for multiple job applications, and provisions for privacy of applications.
They describe how 55% of Fortune 500 companies now have a privacy policy posted
12
on their corporate recruitment web sites. They also report that there has been a 228%
increase in 2001 over 2000 figures of corporate web sites included pre-screening tools.
They feel that this capability offers the largest benefit of accepting job applications
online to large corporations.
The system used by the Bank of New Zealand utilises some of these best practice
recommendations. The BNZ use an online recruitment system called Hire.com as part
of its corporate web site. To overcome the disadvantage of unqualified people
applying for jobs, applicants are asked eight initial questions which examine
candidates’ skills, experiences and where they want to work. Only applicants who
score well in the initial test are offered an interview. Applicants who fail the test are
not discarded, they are added to the “talent pool” and notified if another position
which better suits their talents becomes available (Greenwood, 2002b).
In response to the problems cited regarding difficulties in accessing relevant job
information, intelligent agents can be used to match openings and jobs. These are
programmes that help users to search and retrieve information, support decision
making and act as domain experts. They act autonomously, without any human
intervention and can lead to a significant saving in time. Job seekers can create as
many as five different profiles and using an intelligent agent, receive daily emails
containing job opportunities from sites around the internet, which can save time and
effort in searching. Employers can also use intelligent agents to find resumes that
match specific job descriptions (Turban et al, 2002).
Conclusion
E-cruitment sites are becoming very widely used throughout the world. Employers
appreciate the cost saving, time saving and coverage advantage that jobs advertised
online have over other forms of job advertisements. Job seekers appreciate the ease of
use, cost saving and immediacy of applying for jobs online.
Employers are mainly concerned with the large number of applicants received for jobs
advertised online while job seekers are concerned about the large number of positions
being presented to them, the ease of use of e-cruitment sites and privacy issues
regarding online posting of résumés.
The large numbers of applicants applying for a position can be solved by more
sophisticated screening software. This is currently available, but in New Zealand,
comes at a high cost. In order to attract suitable applicants employers can also be
more selective as to where they post vacancies.
More sites are incorporating privacy provisions and this trend will overcome one of
the concerns of job seekers. Job seekers can decrease the number of appositions being
presented to them by being more specific in their skills and requirements. This, in
itself, is a skill to be acquired by many users of e-cruitment sites. As job seekers
become more familiar with the way in which positions can be sought and applied for
on-line they will become better users of these sites. The designers of the sites should
also take responsibility for making them more user friendly.
13
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