100%(1)1 out of 1 people found this document helpful
This preview shows page 1 - 3 out of 27 pages.
Table of contentsE-RECRUITMENT: HOW CONTENTS INFLUENCE AN APPLICANTS’INTENTIONSINTRODUCTIONIn human resource management context, recruitment is a process of sourcing and acquiring theright applicants to an organization. Essentially, the process involves seeking and attracting a poolof qualified applicants using various feasible recruitment methods. The conventional recruitmentmethods used by organizations consist of contacting friends or employee referrals, engagingexecutive search, using newspapers classified ads, and others. Whenever there are changes incompany’s policy, technology, location, mergers, acquisitions, de-mergers, and employees’resignation, this process continues to take place periodically to add, maintain, or re-adjust theirworkforce in accordance to the corporate and human resource planning (Tyson and York, 2000;Cascio, 1998). PROBLEM STATEMENTIn times of fierce competition, being able to attract high-quality human resources is considered atrue competitive advantage for organizations (e.g., Gatewood et al., 1993; Rynes, 1991; Turbanand Greening, 1997). One way of doing so is via online recruitment, a method of attracting jobcandidates via the internet (Cullen, 2001). Strategically, online recruitment is part of theorganizational recruitment process, which has been defined as the activity encompassing “allorganizational practices and decisions that affect either the number or types of individuals whoare willing to apply for or to accept a given vacancy” (Rynes, 1991, p. 429). Operationally,online recruitment contributes to recruitment process effectiveness by informing potentialapplicants about employment opportunities available at an organization. In particular, this paperfocuses on the use of corporations’ own web sites for doing so. Other applications may includeonline job boards or online employment search sources such as social networking web sites (e.g.,Jobster and LinkedIn). In practice, the use of technology for recruitment purposes is substantial.
Table of contentsRecruitment web sites continue to multiply in numbers (Cober et al., 2000) and according to theForrester Research Institute, expenditures on internet-based recruiting totaled $ 7 billion in 2005.Furthermore, about 96 percent of all companies use the internet for recruitment purposes. Inaddition, a survey of leading USA companies released in February 2006 by Booz Allen Hamilton(2007) found that over 50 percent of all new hires in 2005 originated from the internet – with thegreatest number of those hires coming from corporations’ own web sites. In light of these figures,it is not surprising that technology-based recruitment has also been acknowledged in theacademic arena by various scholars, resulting in specific future research agendas (e.g., Anderson,2003; Cober et al., 2004a; Lievens and Harris, 2003). Among the specific issues to beinvestigated in this paper is the role of the internet in recruitment activities. Clearly, there is aneed for a better understanding of how job seekers psychologically engage with an organizationthrough its own corporate employment web site. Several studies have already dealt with this