Academic journal article The South East Asian Journal of Management

What Factors Drive Job Seekers Attitude in Using E-Recruitment?

Academic journal article The South East Asian Journal of Management

What Factors Drive Job Seekers Attitude in Using E-Recruitment?

Article excerpt

Recruitment, in conventional context, is defined as a mutual physically interaction between jobseeker and organization whereas the organization needs to find an ap- plicant that meet their expectation with offering potential opportunities for jobseeker with narrow informa- tion that suit jobseeker needs (Allen, Mahto and Otondo, 2007). However, internet has successfully revolution- ized the way of recruitment into an ef- ficiency manner, where jobseekers are no longer necessarily meet or go to the organization directly, and jobseekers are no longer needed to find vacancy manually by buying physical dossiers. The existence of internet gives job- seekers and companies significant ad- vantages such as low cost, time saved, and find their precisely needs for all parties involved (Chen, Dong and Yang, 2008). Taleo (2003) reported that that 93% of 500 global compa- nies already use e-recruitment for their recruitment and selection process. Moreover, Cober and Brown (2006) documented 50 percent new employ- ees were recruited through e-recruit- ment. Chartered Institute of Personnel and Development/CIPD (2006) found 64 percent of UK organizations used e-recruitment and already consid- ered internet as a recruitment tool. In fact, www.linkedin.com already seen this opportunity and make their web- site as an Online Job Provider (OJP) and social media between employers, jobseeker, and suppliers. In a short, world-wide companies show their de- pendence on e-recruitment.

There are many reasons proposed to explain the important role of e- recruitments. IES (2003) addresses improvement of organization's image and profile and cost reduce of recruit- ment process as the main reason. It is seconded by Maurer and Liu (2007) who found that the estimation of cost saved by using e-recruitment as much as 87% per new employee hired. Breaugh and Starke (2008) found the website generate additional job appli- cants without dramatically increasing the cost of organizations. Tong and Sivanand (2005) documented that the jobseeker found e-recruitment gives them perceived of usefulness whereas it conveniently assess for their career plan. It means that the website could help jobseeker access anything by e- recruitment to find which offer is suit- able with their wish and giving a better opportunity than they have now. More- over, it is low cost, easy to use, no bar- riers of geographic, some opportuni- ties to work abroad, and jobseeker can access it "24/7" using e-recruitment.

Due to the metamorphosis from tradi- tional way to high-tech based, it is im- portant for organization to reveal the reason of job seekers using e-recruit- ment as a mode of job hunting. Online job providers (OJP) have to attract their clients (job seekers) by looking at their psychological reasoning. By ex- amining their psychological cognition, online job providers will know what the important point is for job seekers during their interaction with e-recruit- ment. Additionally, OJP needs also to consider about another attitudinal in- tention for jobseeker and employers so they will use e-recruitment as a sus- tainable tools in recruitment matters (Yoon, 2008).

This study addresses the following question: what are the determinants of the job seekers' intention in using e-re- cruitments? Can perceived usefulness mediates the job seekers' perceived ease and perceived enjoyment to the intention? The rest of the paper is or- ganized as follows: section 2 address- es the literature review. The research method will be introduced in section 3. Section 4 delivers the results. Mean- while the analysis and implication are in section 5. Section 6 concludes.

LITERATURE REVIEW

This research underlies on Technolog- ical Acceptance Model (Davis, Í989; Davis et al, 1989). In the e-recruit- ment context, this study hypothesize that job seeker intention is determined by how users come to accept and use a technology in the perspective of be- havior. Our justification lies on the ad- justment of technology area. …

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