Para222Traditional human resource (HR) functions have been radically transformed by
technology. The process of staff recruiting is one of the most affected functions. Organizations
currently make considerable use of internet technologies to invite applications in a costeffective and time-efficient manner in order to find and hire bright people. Electronic
recruiting, sometimes known as e-recruitment, is the term for this phenomenon. Online
recruitment can take place on a variety of platforms, including a company's career website, an
online newspaper's career section, e-recruitment portals (also known as third-party erecruitment service providers or job boards), and professional job networking sites like
LinkedIn. Almost 110 million jobs and 20 million resumes were uploaded on various job
portals such as Monster in the United States of America a decade ago (USA) alone. These
figures have been steadily increasing over time. Naukri.com, India's largest e-recruitment job
search engine, has 52 million registered job searchers by 2017.
When compared to traditional recruitment channels like as print advertisements, walk-in
interviews, and campus placement, e-recruitment has proven to be a very cost-effective
approach. E-recruitment and selection processes are now used by the majority of Fortune 500
companies. With the introduction of social media, there is now even more opportunity to save
time and money by using an e-recruitment strategy. Third-party e-recruitment service
companies like Naukri and Monster have established a considerable foothold in India's job
market. Using e-recruitment media has resulted in huge cost savings for Indian businesses, with
e-recruitment media costing them about 80% less than traditional recruitment methods.
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Npara2344Technology has completely changed the traditional human resource (HR) functions. One
of the most affected functions is the process of employee recruitment. Organizations today
extensively use internet technology to invite applications in a cost and time efficient manner for
searching and hiring talented individuals. This phenomenon is called electronic recruitment, also
known as e-recruitment . There are several platforms of online recruitment, for example company’s
career website, online newspaper’s career column, e-recruitment portals (also known as third party
e-recruitment service provide or job boards) and professional job networking sites used for job
postings such as LinkedIn .A decade ago, an astounding number of almost 110 million jobs and 20
million resumes were posted on various job portals such as Monster in United States of America
(USA) alone . Over the years, these numbers have been exponentially growing. By 2017, there were
52 million registered job-seekers in Naukri.com, the largest e-recruitment job search engine in India.
E-recruitment has emerged as a highly cost-effective solution compared to traditional recruitment
channels such as print advertisement, walk-in interviews and campus placement. Majority of the
Fortune 500 organizations have moved to e-recruitment and selection processes . With the advent
of social media, there is further scope now to save more time and money through e-recruitment
strategy . In India, third party e-recruitment service providers such as Naukri and Monster have
created a strong presence in the job market . There has been significant reduction in costs incurred
by Indian firms using e-recruitment media, costing them approximately 80% less than traditional
recruitment activities .
The credibility of online job advertisements has been questioned by several researchers, as the
findings from empirical studies indicate that job-seekers view traditional media such as employee
referrals and campus placements as more credible sources for job advertisements than modern
channels such as job portals and career websites . One reason for this negative attitude may be due
to the over utilization of employee testimonials in e-recruitment which specifically portray only the
positive side of the work place . Another reason behind the poor acceptance of e-recruitment
channels may be attributed to lack of appeal of website designs. There is strong evidence that poorly
designed websites may have a negative effect on applicant’s attitude towards the portal in turn
affecting their will to apply for the jobs posted on such websites .
In the current study, the objective is to explore how the credibility of the e-recruitment
advertisement and the quality of the e-recruitment website influence the working professional’s
attitude towards e-recruitment websites, thus affecting their perceived attractiveness towards the
employer and consequently their intention to apply for that job. Specifically, the study explores
whether the perceived quality of the e-recruitment advertisement, which in turn affects
organizational attractiveness, can be influenced by providing innovative corporate preview of the
firm such a streaming podcast, compared to a traditional textual description. This study also explores
the impact of realistic employee testimonials in place of positively framed ones, to see if perceived
credibility of the job advertisements through corporate career websites can be enhanced.
Additionally, this study probes the possibility of posting online job-related information of a
corporate entity through a third-party blog platform to investigate whether this may further
enhance the credibility of the information projected about the organization through online job
advertisements. Finally, this study tests the implication of such perceptions on the intention of job
seekers to apply for a certain job advertisement belonging to a particular e-recruitment channel.
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Np4567In human resource management context, recruitment is a process of sourcing and acquiring
the right applicants to an organization. Essentially, the process involves seeking and attracting a pool
of qualified applicants using various feasible recruitment methods. The conventional recruitment
methods used by organizations consist of contacting friends or employee referrals, engaging
executive search, using newspapers classified ads, and others. Whenever there are changes in
company’s policy, technology, location, mergers, acquisitions, de-mergers, and employees’
resignation, this process continues to take place periodically to add, maintain, or re-adjust their
workforce in accordance to the corporate and human resource planning .
As global competition persists and industries becoming more skill intensive, the recruitment of
talent workers becomes essential , and attracting the right applicants at the right time is getting
tougher than ever. The use of conventional recruitment methods no longer suffices and timely to
attract sufficient pool of qualified applicants. Many organizations have turned to adopting
sophisticated recruitment strategies or combining various recruitment methods to attract them.
In early-1990s, with the advancement of internet technology, many have witnessed the
transformation of the conventional recruitment methods to online recruitment . Some corporate
companies even use their web sites to recruit people while others capitalized this change to become
e-recruitment service providers.
The third-party e-recruiters provide services to companies who are interested to use their web sites
for job advertisements and viewing potential applicants posted resumes at a fee lower than most
conventional recruitment methods. Most e-recruiters provide free services to applicants or
jobseekers to post their resumes online in their databases. With this free posting, the growth of
resumes is inevitable. Millions of resumes are posted to famous e-recruitment web sites, becoming a
true market; uncontrolled and unconstrained by geography .
With the rapid growth of the third-party e-recruitment web sites, this has altered the way jobseekers
are looking for jobs, and the way companies are recruiting them but little is known of their effects on
the labour market.
Accordingly, in this study, it leads to the reviewing and understanding of the job search and
information technology (IT) literatures. Combining these literatures, this study uses the highly
validated Technology Acceptance Model (TAM) developed by Davis (1986) as the research
framework to analyse and understand this considerably new technology adoption for job search. The
spread of this e-recruitment business to South-east Asia, particularly in Malaysia seemed desirable
to test the local jobseekers’ perceptions and experiences on e-recruitment utilization.
This paper is organized and presented as follows. First, the literatures review discusses the job
search trends and the conceptual model and hypotheses. Second, the research method is provided.
Third, the results are presented. Next, the discussion and implications, and limitations of the
research findings are discussed. Finally, the conclusion is drawn and recommendations for further
study suggested.
The internet has changed the perspective of recruitment function from the organization and job
seekers perspective and also has improved the speed at which recruitment takes place. It also helps
reach a large number of people and can get immediate feedback has become the major source of
potential job candidates and well known as online recruitment. Online recruitment, is the practice of
using technology and in particular Web-based resources for tasks involved with finding, attracting,
assessing, interviewing and hiring new personnel. The candidate data can be stored and be valued
anytime. With the help of e-recruitment, a candidate no longer has to physically go to one place or
look for ads in the newspapers. Automated communication system can allow responses to be easier
and less time consuming. The purpose of e-recruitment is to streamline processes, reduce the costs
of an organization and gain access to a larger group of candidates.
In the current study, the objective is to explore how the credibility of the e-recruitment
advertisement and the quality of the e-recruitment website influence the working professional’s
attitude towards e-recruitment websites, thus affecting their perceived attractiveness towards the
employer and consequently their intention to apply for that job. Specifically, the study explores
whether the perceived quality of the e-recruitment advertisement, which in turn affects
organizational attractiveness, can be influenced by providing innovative corporate preview of the
firm such a streaming podcast, compared to a traditional textual description. This study also explores
the impact of realistic employee testimonials in place of positively framed ones, to see if perceived
credibility of the job advertisements through corporate career websites can be enhanced.
Additionally, this study probes the possibility of posting online job-related information of a
corporate entity through a third-party blog platform to investigate whether this may further
enhance the credibility of the information projected about the organization through online job
advertisements. Finally, this study tests the implication of such perceptions on the intention of job
seekers to apply for a certain job advertisement belonging to a particular e-recruitment channel.
The credibility of online job advertisements has been questioned by several researchers, as the
findings from empirical studies indicate that job-seekers view traditional media such as employee
referrals and campus placements as more credible sources for job advertisements than modern
channels such as job portals and career websites . One reason for this negative attitude may be due
to the over utilization of employee testimonials in e-recruitment which specifically portray only the
positive side of the work place . Another reason behind the poor acceptance of e-recruitment
channels may be attributed to lack of appeal of website designs. There is strong evidence that poorly
designed websites may have a negative effect on applicant’s attitude towards the portal in turn
affecting their will to apply for the jobs posted on such websites .
A job seeker can search a job that is available anywhere in the world
through an online recruitment medium . Online recruitment portals
offer huge amount of information about a job and a company to the
applicants. This helps them in applying a company or job of their
choice. Another major benefit is the ease and speed with which the job
seekers can respond when they view an opportunity publicized on
online. It can take seconds and small clicks of a mouse to send
curriculum vitae through email to the concerned employer . The next
benefit is that online recruitment helps job seekers to apply for several
jobs posted by several employers within no time. Finally online
recruitment saves, cost as well as time to job seekers. The applicants
need not spend huge dollars in sending the application to an employer.
Instead, they can send any number of applications at no cost to any
number of employers. This helps them save huge amount of
money. The accuracy and ease of use, provides more encouragement
to highly qualified candidates into using this method. The combination
of the organization’s needs and the wants of the applicant is what the
online recruiting serves. It is simple, interactive, fast, organized and
cheap.