ASSIGNMENT

ON
RECRUITMENT

Submitted to
Dr. G. Muruganantham,
Assistant Professor,
DoMS, NIT, Trichy

Submitted by
G. Esther Princess
Research Scholar,
DoMS, NIT, Trichy
 ASSIGNMENT ON RECRUITMENT

Introduction
The employment markets are in a state of flux and uncertainty. Despite the availability of
large pool of people, organizations continue to face tremendous challenges in finding the right
kind of people for jobs at hand. Interestingly individuals are becoming increasingly selective
about what they want in jobs and careers.
Recruiting and selecting the best employees is one of the most important tasks for human
resource managers. However, the market for the talent is very competitive; and it is intensifying
daily in the face of ever increasing demand for more skills, knowledge, experience and
education.
Recruitment
Definition of recruitment: “recruitment includes those practices and activities carried on
by the organization with the primary purpose of identifying and attracting potential employees”
(Barber, 1998)
E-Recruitment
E-recruitment has been defined as the use of the internet to identify and attract potential
employees (Breaugh & Starke, 2000). It refers to the practice of advertising job vacancies online,
and the formal sourcing of information about the jobs online (Galanaki, 2002).
Evolution of e- recruitment
The recruitment has taken various forms over a decades & the current trend evolves into
online recruitment or e-recruitment
 E-recruitment originated in the form of independent job sites called bulletin board
systems in the 1980s.
 The United States started the global trend of e-recruitment when Taylor launched
Monster.com in 1994 with 20 clients and 200 job openings.
 Today more than three-fourth of the Fortune 500 companies use online recruiting and
approximately about 18 million people are posting their resumes on Internet portals such
as Monster.com, January 11, 2012 
  This little change in the means of doing recruitment started during mid-90’s that Edgley
(1995) said the recruitment industry’s future is on the net. During 2003 to 2005, 94
percent of the world’s biggest companies (Global 500) have applied e-recruitment
(Onrec, 2005).
 43.9 percent of respondents to KeyNote (2012) research across UK had used the internet
to search for a job whereas in 2006, Chartered Institute of Personnel and Development
(CIPD) found 64 percent of the UK organizations used e-recruitment (Parry and Tyson,
2008).
 Cappelli (2001) with no wonder declares 90 percent of US companies were already doing
recruiting by internet then. However most of the data are not updated but it is enough to
find out this approach is overwhelmingly being accepted and used by companies.
 Yet, the proportion is obviously varying in different countries based on the social
infrastructure; or in terms of the size and functions of the company this approach may not
be favorable.
Players in the Recruitment Market:

1. Job Seeker: The job seeker is the person who desires for a job. There are two kinds of job
seekers which are explained ahead (Fig.-2)

 a) Active Job Seekers: The candidates who frequently search for a job because of one
reason other, viz; better opportunity for growth, personal reasons to change and
professional reasons etc. Commercial job boards/portals have truly complimented with
their needs.
 b) Passive Job Seekers: Passive candidates are those workers who are not currently
planning to change their jobs but still they regularly surf the internet for any one of
million reasons during their normal routine. Such candidates may come across new job
opportunities and simply drop their resumes on internet. Corporate websites is the most
preferred destination for passive job seekers.

2. Recruitment Market: The recruitment market can be explained in three ways i.e. the traditional

way which constitutes all the traditional methods of recruiting the candidates through newspaper
ads, head hunters and temporary recruitment agencies etc. The second way is the new look of the
traditional way which include old wine in new bottle like online newspapers ads, online
headhunters and online temporary recruitment agencies. The third and the most used way in the
current scenario is the e-way. It holds purely online methods of recruiting talent, via; commercial
job boards/portals, corporate websites and e-mails

3. Potential Employers (Firms/Companies): The final destination of the every job seeker is to
reach the potential employer. It means the companies/ firms who employ them on the basis of
their capabilities and job requirements.

Broad classification of e-recruitment

There are two different ways for companies/organizations to attract job seekers for their vacant
positions:
(1) Posting vacancies on their own websites which could be enabled by intranet or internet
(2) Third party websites which enabled a huge marketplace for recruitment so-called “Online
Recruitment Industry”.
Smallest scale of e-recruitment includes the boundaries of the organization, using intranet to find
the best option among incumbents which possess required knowledge, skills, abilities and other
characteristics (KASOs).
When the company wants to seek for its favorite potential employee among outsiders the
internet is prescribed, but it could be done in two ways as I mentioned before. If the company has
a strong IT culture and recruitment is something that they do a lot during a year they can invest
on their own website to be equipped with necessary modules to handle e-recruitment internally
but if due to any reason it is not worth or reasonable to have such a platform, there are plenty of
companies nowadays which are specialized to provide them with employees through
advertisement, ranging from fully specialized like Monster.com or through social networks.
However the company may choose to use both, through advertising the position on the
external platforms with putting the link of apply on it which redirects user to the company’s
website to start the procedure.
International data corporation (IDC) estimates $5.3 billion was generated in the US in
2011 through online recruitment industry and it is roughly increasing by 4 percent until 2015
(Silber, 2012).
Recruitment advertising

One way of managing the recruitment process successfully is through designing

recruitment advertisements (also called job advertisements) that provide insights into the job
advertised and consequently generate a pool of qualified suitable applicants.
Daun and Klinger (2006) have argued that an employer's communication should mirror
the requirements and needs of different target groups so as to establish a unique personality of
the organization. In order to help the employers in the hiring process, recruitment advertising can
play an important role (Mathews and Redman, 1995).
As a point-of-entry to a management culture (Cullen, 2004), a
recruitment advertisement not only provides information on what kind of profile and
qualifications does the recruiter require, but more importantly reflects the personality of the
corporate brand and creates a distinct identity that creates relevance to the audience.

Recruitment Advertising in India

In India, the spends in recruitment advertisements across all media segments-including
language publications and advertisements in vacancy sites are of the order of INR 5000 million
(http://www.financialexpress.com). Of this, the English newspapers share recruitment-
advertising revenues of about $125 million (http://www.hindustandainik.com).
Recruitment advertisements as a whole contribute about 14 per cent of the advertisement revenue
for large English newspapers. Direct mail and newspaper have been found to be the commonly
used advertising media groups. Newspaper advertisements are good at driving spikes of interest
in a company. Challapalli (2005) opines that in India there is a war for talent in the market and
there are a variety of channels to get people - head hunters, job fairs, FM radio, e-recruitment,
and member-get-member.

Newspaper advertisement cannot be replaced at least on this count. Similarly, Plumbley

(1985) suggests that where advertising judgments are based on reliable and relevant factors, and
where they are effectively communicated, external advertising serves as a powerful recruitment
tool. Ramachander (2008) remarks that it is difficult for a brand image to be built in a virtual
world if it does not exist for one to see in the real world; thus reinstating that all other methods
are more of a supplement or a reminder medium to the traditional methods.
Role of Social Media in Recruitment Advertising
Social networking is one of the primary drivers for growth in internet. Social Networking
captures 20% share of internet screen time across the world; in India it takes 25% of screen time.
Other categories that vie for screen time include retail, entertainment, news, emails and others.
86% of Indian web users visit social networking sites, Facebook continues to be the number one
social network with a 28% increase in traffic and a reach of 86% of web users who spent on an
average about 217 minutes on Facebook alone.
LinkedIn emerges as number two, while Pinterest and Tumblr are the other fast growing
networks. The increasing usage of social networks, especially in the employment age group 18-
44 years, provides an opportunity for organizations to connect, to engage and to source their
talent needs.

Indian Recruitment Trends 2013- LinkedIn Report

HR managers across the world are constantly looking at adopting new and efficient
recruitment practices to make sure that their organizations are able to acquire and retain talent.
Having right human resources is probably the most important aspect of an organization to keep
themselves ahead of curve, especially in a talent driven economy.
LinkedIn’s annual global recruiting trends report offers a pulse on where recruitment
industry is headed and what are currently the most popular trends among the HR Departments.
The report found that Social professional networks are increasingly impacting the quality
of hires done in an organization.
The report based on interviews with over 3300 acquisition leaders finds that the hiring
volumes are increasing faster than the budgets allocated to HR departments. While 57 percent of
the respondents said that their hiring volume in increased in 2013, only 50 percent saw increase
in budgets.
Another important aspect which is not becoming core to recruitment process is “Social Network
Recruitment”. In India, it has become the fastest growing source for quality hires.
While employee referral programs still remain the most important channel to find quality
hires, Social professional networks have now become the 4th most used channel for bringing in
quality. HR managers interviewed in the report also think that Social Networks will be one of the
most long lasting trends in recruitment
  There is another aspect in which Social Networks play a very important role – Employer
Branding. Report finds that professional networks like LinkedIn are second most
effective channel for the employer brand to be seen and heard.
 Employer Branding works in both ways, while it can be a means of great advantage, it
also is source of competitive threat. However, investment in Employer branding is on the
rise because good brand has a significant impact on the ability to hire great talent.
 Another interesting finding, where Indian recruitment differs from their global peers, is –
use of data to measure employee brand. Over half of Indian companies think that they
utilize data well to make hiring decisions, while less than 23 percent think the same
globally.
 Internal hiring is now taken very seriously with 94 percent of Indian companies investing
either more or the same as compared to previous.
 The report finds that recruiting organizations are not investing enough on mobile
channels. While over half of the candidates would prefer using mobile to learn and apply
for new opportunities, only 13 percent companies are investing adequately to meet the
demand.

Recent NASSCOM repot on recruitment 2013

A recent NASSCOM report has shown that the Indian IT-BPM industry will look towards a skill
based recruitment in 2013-14
 Anjoo Navalkar, HR and QA Director, Rave Technologies, says hiring requirements will
increase by 30 percent this year
 Ashok Gaur of R. S. Software says, the main problem will be hiring and retaining
talented employees. Hiring the right employees who fit into the culture of the
organization is the main issue and with the advent of technologies such as big data,
analytics, etc. being utilized by most organizations now, employees must be kept up to
date with the changing scenario.
 NASSCOM president Som Mittal warns that colleges will have to find a way to
differentiate themselves to attract companies
  Software services companies in India will hire fewer graduates from colleges compared
with last year as the business environment has become unpredictable and the number of
employees quitting their jobs has dropped, according to the industry’s apex lobby group.
 Companies such as Infosys Ltd, Tata Consultancy Services Ltd and Wipro Ltd are
expected to reduce the number of people they hire from colleges to 40% of their total
annual recruitment compared with 60-70% earlier.
 “With the hiring pattern changed, we would have only about 40% of hiring from
campuses and the rest will be lateral hires and just-in-time hiring so that we can forecast
the attrition and business better,” said Som Mittal, president, Nasscom, in a human
resources summit on Tuesday
 Mittal warned that colleges will have to find a way to differentiate themselves, as
companies are now focusing more on recruiting people with more domain and soft skills
rather than just technical skills.
 The demand would be towards fresher’s with social, mobility, analytics and cloud
(SMAC), engineering and leadership skills

Conclusion:

Hence the e-recruitment media in Indian scenario is the growing research area, for it is the most
powerful advertising tool which captures the potential candidate’s attention to select their
employer of choice.
As Som Mittal president, Nasscom warns, Colleges will have to find a way to differentiate
themselves, as companies are now focusing more on recruiting people with more domain and
soft skills rather than just technical skills. In India the final year college graduates are still
unaware of the impact that their social networking profile can make on their employers. These
issues can be addressed by systematic research & thereby suggestions can be imposed to tune
them into personal brands.
Research Papers on Recruitment Advertising

Jansen, Bernard J; Jansen, Karen J; Spink, Amanda, 2005, “Using the web to look for work:
Implications for online job seeking and recruiting”Internet Research; 2005; 15, 1; ProQuest

Rafaeli, Anat; Hadomi, Ori; Simons, Tal, 2005 “Recruiting through advertising or employee
referrals: Costs, yields, and the effects of geographic focus” European Journal of Work and
Organizational Psychology

Feldman, Daniel C; Bearden, William O; Hardesty, David M, 2006, “Varying The Content Of
Job Advertisements: The Effects Of Message Specificity”,Journal of Advertising

Borstorff, Patricia C; Marker, Michael B; Bennett, Doris S, 2007. “Online Recruitment:

Attitudes And Behaviors Of Job Seekers”, Journal of Strategic E – Commerce

Lori Foster Thompson, Phillip W. Braddy, Karl L. Wuensch,2008,” E-recruitment and the
benefits of organizational web appeal”, Computers in Human Behavior

Marcel J.H. van Birgelen, Martin G.M. Wetzels, Willemijn M. van Dolen, 2008,”
Effectiveness of corporate employment web sites , how content and form influence intentions to
apply”, Emerald Insights

Emma Parry and Hugh Wilson,2008,” Factors influencing the adoption of online recruitment”
Emerald Insights

Rai, Himanshu; Kothari, Jaya, 2008,”Recruitment Advertising and Corporate Image: Interface

between Marketing and Human Resources”, South Asian Journal of Management

Phillip W. Braddy, Adam W. Meade, Christina M. Kroustalis,2008 ,” Online recruiting: The

effects of organizational familiarity, website usability, and website attractiveness on viewers
impressions of organizations”, Computers in Human Behavior
Tong, David Yoon Kin, 2009,” A study of e-recruitment technology adoption in Malaysia”,
Industrial Management & Data Systems.

Kar, Ashutosh; Bhattacharya, Siddhartha,2009,” E-Recruitment and Customer Satisfaction: An

Empirical Study in and Around Kolkata”, IUP Journal of Management Research

Donald H. Kluemper, Peter A. Rosen, 2009,” Future employment selection methods:

evaluating social networking web sites” Emerald Insights

Muhammad Haroon, Muhammad Zia-Ur-Rehman,2010,” E-Recruitment: Across The Small And

Large Firms In Pakistan” Interdisciplinary Journal Of Contemporary Research In Business

Pallavi Srivastava and Jyotsna Bhatnagar, 2010,”Employer Brand For Talent Acquisition: An
Exploration towards Its Measurement” The Journal of Business Perspective

Pramila Rao,2010,” A resource-based analysis of recruitment and selection practices of Indian

software companies”, Emerald Insights

Alan M. Saks • Krista L. Uggerslev, 2010,” Sequential and Combined Effects of Recruitment
Information on Applicant Reactions”, Springer Science+Business Media, LLC 2009

John Kim & Kenneth M. York & Jeen-Su Lim,2010,” The role of brands in recruitment: A
mixed- brand strategy approach”, Springer Science+Business Media, LLC 2010

Vicknair, Jamie;Elkersh, Dalia;Yancey, Katie;Budden, Michael C,2010,” The Use Of Social

Networking Websites As A Recruiting Tool For Employers”, American Journal of Business
Education.
H. Kavitha, Souji Gopalakrishna Pillai, 2011,” A Study On Emerging Trends In Social Media
Recruitment Strategies: With Special Reference To Human Resource Departments In Bangalore,
India”, International Journal Of Arts & Sciences

Anna B. Holm, 2011,” E-recruitment: Towards an Ubiquitous Recruitment Process and

Candidate Relationship Management” German Journal of Research in Human Resource
Management

Dhamija,Pavitra,2012,”E-Recruitment: A Roadmap Towards E- Human Resource Management”,

Researchers World 3.3  (Jul 2012): 33-39

Hen-Yi Huang & Chan Pan, Yung-Ming Hsieh, 2012,” Factors Influencing the User Behaviour
Intention of Online Recruitment Websites”, International Journal of Business and Commerce.

Sisodia, Sonal; Chowdhary, Nimit,2013,” Use Of Illustrations In Recruitment Advertising By

Service Companies”, Journal Of Services Research

Mathews, P. B. and Redman, T. (1995) 'Trends in recruitment: a ten-year retrospective view',

International Journal of Career Management, 07:2, pp. 10-16

Ryan, Ann Marie; Ployhart, Robert E, 2000,” Applicants' perceptions of selection procedures
and decisions: A critical review and agenda for the future”, Journal of Management

Gerard Ryan, Marcel Gubern, Inma Rodriguez,2000,” Recruitment advertising: The marketing-
human resource interface”, International Advances in Economic Research

Pallavi Srivastava and Jyotsna Bhatnagar, 2010,” Employer Brand For Talent Acquisition an
Exploration towards Its Measurement”, The Journal Of Business Perspective • Vol. 14 • Nos. 1
&2

Victoria R. Brown • E. Daly Vaughn, 2011.” The Writing on the (Facebook) Wall: The Use of
Social Networking Sites in Hiring Decisions”, Springer Science+Business Media,
Jansen, Bernard J; Jansen, Karen J; Spink, Amanda, 2005, “Using the web to look for work:
Implications for online job seeking and recruiting”Internet Research; 2005; 15, 1; ProQuest

 The specific research questions guiding this study are : how do people search for job-
related information on the web? How effective are these searches? And how likely
are job seekers to find an appropriate job posting or application?The data used to examine
these questions comefrom job seekers submitting job-related queries to a major web
search engine at three points in time over a five-year period.
 The queries we obtained for this research had been submitted to Excite
(www.excite.com), a major web search engine at the time of data collection. Excite
provided us with three transaction logs, each holding a large and varied set of queries.
Each record within the transaction log contained three fields: (1) Time of Day, (2) User
Identification, (3) Query Terms
 Findings - Results indicate that individuals seeking job information generally submit only
one query with several terms and over 45 percent of job-seeking queries contain a
specific location reference. Of the documents retrieved, findings suggest that only 52
percent are relevant and only 40 percent of job-specific searches retrieve job postings.
 Research limitations/implications - This study provides an important contribution to web
research and online recruiting literature. The data come from actual web searches,
providing a realistic glimpse into how jobseekers are actually using the web.
 Practical implications - The results of this research can assist organizations in seeking to
use the web as part of their recruiting efforts, in designing corporate recruiting web sites,
and in developing web systems to support job seeking and recruiting. . Further research
should continue to examine the changing trends in searching and begin to explore more
directly the manner by which individuals use job boards in an attempt to find job-related
information.
Rafaeli, Anat; Hadomi, Ori; Simons, Tal, 2005 “Recruiting through advertising or employee
referrals: Costs, yields, and the effects of geographic focus” European Journal of Work and
Organizational Psychology

 Research on recruiting has generally considered the effects of recruiting source on

employee tenure or performance, and has argued that formal employment ads are inferior
to informal sources, notably employee referrals.
 We test two dimensions for evaluating the effects of recruiting sources on the recruiting
process-cost per new hire and yield ratio.
 We also suggest a new dimension for distinguishing between different types of
employment ads-geographical focus-which we define as the clarity and distinctiveness of
the labour market that an ad is likely to reach.
 Geographically focused ads are shown to cost less and yield more appropriate applicants
than unfocused ads. Considering the cost, yield, and focus of ads can promote the
effectiveness of recruiting processes

Feldman, Daniel C; Bearden, William O; Hardesty, David M, 2006, “Varying The Content Of
Job Advertisements: The Effects Of Message Specificity”,Journal of Advertising

 Using a three-factor experimental design, two studies examine the impact of providing
specific/general information on three position facets (i.e., the company, the job itself, and
the work context) on a series of dependent variables. Results suggest that all three facets
of message specificity impact, to varying degrees, individuals' opinions about the ad,
perceived appropriateness of the job, attitudes toward the ad and company, as well as
intentions to complete the job application process
 Abernethy and Franke (1996) conclude that the extant evidence on consumer attitudes
reveals that advertising that presents differentiating brand information is more effective
in assisting consumer decision making
 Barber and Roehling (1993) found that participants paid more attention to attributes for
which there was specific information provided (e.g., exact starting salary) than to
attributes for which only vague information was presented.
Belt and colleagues (Belt and Paolillo 1982; Mason and Belt 1986) have looked at
specific information from a different perspective, namely, the specificity of information
about candidate qualifications. Their research found that detailed ads (those with more
specific information) were instrumental in "weeding out" unqualified applicants
 Using identity theory (Dutton, Dukerich, and Harquail 1994; Tajfel and Turner 1985),
Barber (1998) argues that corporate images conveyed in recruiting ads may directly
influence the attractiveness of jobs offered to applicants
 Participant: MBA graduates
 Experimental Design and Independent Variables
 specificity of information about the company, specificity of information about
the job itself, and specificity of information about the work context
 Dependent Variables
  the perceived truthfulness of the recruiting advertisement, the perceived appropriateness
of the advertised job for the respondent, the perceived informativeness of the recruiting
ad, and the likelihood that the respondent would follow up further with the company in
the recruiting process
 Future Direction
 Virtually no research has examined the impact of recruiting ads on the reputation of a
firm in the minds of consumers (rather than in the minds of applicants)

Borstorff, Patricia C; Marker, Michael B; Bennett, Doris S, 2007. “Online Recruitment:

Attitudes And Behaviors Of Job Seekers”, Journal of Strategic E – Commerce

 This research investigates the perceptions and behaviors of job seekers concerning the
use of the Internet as a recruiting source
 LITERATURE REVIEWS A study by Feldman and Klaas (2002) found that the
amount of online jobs searches was influenced by the level of an applicants' Internet
fluency. Therefore, positions likely to be filled by persons not comfortable or proficient
with the Internet will not be filled by relying on the passive job seeker to use the website
method.
 A survey by www.wetfeet.com reported that more that 90 percent of job applicants will
examine a company's website prior to applying for a position. The job applicants look for
hard data including financial status and company reports (McCourt-Mooney, 2000)b, as
well as information on the company's culture (Cappelli, 2001).
 Unclear guidelines for follow-up procedures upon posting resumes online are a frequent
complaint by online job seekers (Jennings & Hayes, 2000)
 Research design: The purpose of this study was to research the perceptions and
behaviors of college students towards online recruitingIn order to examine issues related
to online hiring and job searching, a survey was conducted with 186 business students to
determine who was online and how they were using the Internet in a job search.
 Internet Fluency Level, Experiences and Preferences and Online Recruiting, Job Seekers
By Gender, Age And Online Job Activity, Work Experience
 Future research needs to be conducted that would include the groups not represented in
the survey findings. Any future research should focus on the use of the Internet as a job
search tool and not on household access to computers, as they may return different
results.

Lori Foster Thompson, Phillip W. Braddy, Karl L. Wuensch,2008,” E-recruitment and the
benefits of organizational web appeal”, Computers in Human Behavior

 This study examined the influences of website design on prospective job seekers.
 A total of 182 participants accessed and reviewed an online job ad. Afterwards, they
rated: (a) the attractiveness of the ad’s formatting, (b) the usability of the website, (c)
overall evaluations of the organization’s web appeal, (d) impressions of the organization,
and (e) willingness to pursue employment with the hiring organization.
  Although both the formatting attractiveness and usability of online recruitment materials
influenced participants’ inclinations to pursue jobs, formatting was more important than
usability.
 Moreover, impressions of the employer mediated the relationship between satisfaction
with the website and willingness to pursue employment with the organization.
 Overall, this research advances knowledge by applying signaling theory to the web-based
recruitment domain and by testing a mediated relationship implied therein
 A study by Braddy et al. (2003) confirmed that navigational ease enhances the appeal of
online job ads.
 both signaling theory and qualitative excerpts from the literature imply that impressions
of a hiring organization mediate the relationship between evaluations of the
organization’s web page and job seekers’ inclinations to apply for a job
 Participants: 182 students of large southeastern US university
 Participants viewed one of four versions of an organizational website supposedly
maintained by a fictitious company called ‘‘The Family Development Association”
 Future direction: More research is needed to shed light on the cognitive processes
activated when applicants view websites during the job search process.
Marcel J.H. van Birgelen, Martin G.M. Wetzels, Willemijn M. van Dolen, 2008,”
Effectiveness of corporate employment web sites , how content and form influence
intentions to apply”, Emerald Insights

 Purpose – Although research is emerging, the knowledge base on the evaluative

determinants of the effectiveness of corporate employment web sites is still limited. This
paper attempts to narrow this gap by investigating how potential job applicants’
evaluations of web site content- and form-related attributes contribute to corporate
employment web site effectiveness.
 Design/methodology/approach – The approach takes the form of an empirical study using
PLS path modeling.
 Findings – Applicants’ attitude toward a corporate employment web site is found to be
differentially influenced by the web site’s content- and form-related evaluations. In turn,
attitude toward the web site influences intentions to apply. This relationship is fully
mediated by attraction toward the organization. The latter is also influenced by attitude
toward corporate employment web sites in general, which consequently contributes
indirectly to application intentions.
 Research limitations/implications – Using a non-laboratory setting and a broader sample,
future research should further apply a person-organization fit perspective to corporate
online recruitment and investigate effects of personality-related factors such as
risk/security-seeking tendencies. Furthermore, it may be worthwhile to include
technology-oriented variables such as technological self-efficacy as well.
 Practical implications – Corporate employment web sites used to inform potential
applicants about employment opportunities should be easy to use. In addition, firms
should provide applicants with updated information and make sure that the information
provided matches the applicants’ needs during their information search process. Persons
who hold a more favorable overall predisposition toward corporate employment web sites
are more attracted toward an organization using such sites. This suggests that corporate
 employment web sites may be particularly effective for certain groups of applicants,
beyond the effects of web site content and form.
 Future research should broaden the sample to further study the influence of demographic
variables, as well as differences in attitude toward corporate employment web sites, on
applicant perceptions, attitudes, and intentions. Focusing on actual job-seekers may also
lead to more valid conclusions.

Emma Parry and Hugh Wilson,2008,” Factors influencing the adoption of online
recruitment” Emerald Insights

 Purpose – The internet is initially hailed as the future of recruitment and is expected to
replace other media as the preferred recruitment method, but the adoption of online
recruitment has not been as comprehensively predicted. In addition, empirical research
regarding online recruitment from an organisational perspective is sparse. This paper
aims to examine the reasons behind an organisation’s decision to use online recruitment,
and reports on the development of a model of the factors affecting the adoption of this
recruitment method.
 Design/methodology/approach – The paper uses in-depth interviews and a survey of
human resource (HR) managers with recruitment responsibility. The factors that affect
the adoption of online recruitment are explored, and related to Rogers’s diffusion of
innovation theory (DIT) and Ajzen’s theory of planned behaviour (TPB).
 Respondents were taken from a database of 8,000 HR directors and managers, managing
directors and finance managers. This database has been developed over six years by a UK
business school. The survey was conducted entirely online. Potential respondents were
emailed and asked to access the survey via a link included in the email. The survey was
targeted at those HR managers and directors with responsibility for making decisions
about recruitment and the use of recruitment methods.
 Findings – Factors related to the adoption of corporate web sites and commercial jobs
boards are found to be different, with positive beliefs/relative advantage, subjective
norms and negative beliefs emerging in the case of corporate web sites and positive
beliefs/relative advantage and compatibility for jobs boards. These results provide some
fit with both Ajzen’s and Rogers’ factors.

Rai, Himanshu; Kothari, Jaya, 2008,”Recruitment Advertising and Corporate Image:

Interface between Marketing and Human Resources”, South Asian Journal of Management

 Purpose: This paper examines the literature on recruitment advertising and analyzes 116
advertisements in a popular Indian newspaper. The paper provides an insight into the
interface between marketing and human resources by looking at recruitment
advertising and its effect on corporate image
 This study suggests improved links between research personnel and employers and the
Human Resource Management (HRM) of various companies. Knowledge
of recruitment message content, their outcomes function are as important to HR
professionals as understanding of product attribute attractiveness is important to
marketers
  Companies use recruitment advertising as a persuasive marketing communication tool
(Allen et al., 2004), for it could possibly convince the applicants that they are the
employer of choice (Neely-Martinez, 2002)
 An organization having a strong employment brand will have a strong influence on the
decision of potential employees seeking to pursue good job opportunities (Hans and
Collins, 2002). Thus, recruitment advertising affects employer brand equity and
therefore, can be seen as an effective way of marketing for jobs
 Cheney (1983) suggests that the content of recruitment advertisements, providing
information about the organization's values, goals, achievements, may help consolidate
its identity
 The analysis was based on 116 advertisements including both the manufacturing and
service sectors. Only open/non-blind ads have been included in the study
 Future Direction: Open recruitment ads encourage applicants to feel one with the
company and undoubtedly, create an impact on the minds of potential employees. The
differential impact of open ads visà-vis blind ads needs to be empirically tested.
 Future research should examine a wider variety of recruitment sources like
internet recruitment materials and traditional recruitment brochures
 Future research should look at industry specific content analysis

Phillip W. Braddy, Adam W. Meade, Christina M. Kroustalis,2008 ,” Online recruiting: The

effects of organizational familiarity, website usability, and website attractiveness on
viewers impressions of organizations”, Computers in Human Behavior

 Previous research on Internet recruitment has made the implicit assumption that
recruitment websites influence viewers’ opinions of recruiting organizations. This study
tested this assumption using a pretest/posttest design.
 Findings revealed that participants’ organizational favorability, image as employer, and
organizational attractiveness perceptions were affected by their viewing of organizational
recruitment websites. Greater increases in favorable organizational evaluations from the
pretest measures to the posttest measures occurred with organizations maintaining
websites that were easy to navigate and/or that were appealing.
 Contrary to predictions made by signaling theory, recruitment websites had similar
effects on the organizational impressions of all individuals, regardless of their familiarity
with the organizations maintaining the recruitment websites that they viewed.
 Research Design: Participants in this study were 217 undergraduate students enrolled in
psychology courses at a large southeastern university. Data collection took place in a
small research laboratory
 Future Direction: future research is to determine how the Internet fits into the overall
recruiting programs of organizations. In other words, does the information gleaned from
an organization’s website have a weaker or stronger impact on potential applicants than
campus recruiters, company referrals made by friends, and newspaper advertisements?
Likewise, the influence of company perceptions of climate and culture in the recruitment
process also need to be weighed against more tangible factors (e.g., salary and benefits)
when applicants evaluate a prospective employer.
Tong, David Yoon Kin, 2009,” A study of e-recruitment technology adoption in Malaysia”,
Industrial Management & Data Systems.
 The purpose of this paper is to examine the employed jobseekers' perceptions and
behaviours of third-party e-recruitment technology adoption in Malaysia. Using the
validated modified Technology Acceptance Model (TAM) without the attitude construct
as the core research framework and identifying Perceived Privacy Risk (PPR),
Performance Expectancy (PE), Application-Specific Self-Efficacy (ASSE), and
Perceived Stress (PS) as key external variables that form the research model for the study
of e-recruitment technology adoption.
 The results identify few key determinants to this technology adoption. Moreover, the
weak evidence of the behavioural intention indicates that e-recruitment has not replaced
some of the conventional recruitment methods. The study implies that the third party e-
recruiters' policy makers and human resources practitioners need to improve the e-
recruitment system and services to attract these passive talented groups of candidates for
employment.
 Research Design: The respondents were asked to complete a six-page questionnaire that
consisted of 31 items. All items were measured on a 5-point Likert type scale and
respondents were asked to indicate their perceptions and experiences of the e-
recruitment usage on each item ranging from "1 = strongly disagree" to "5 = strongly
agree." A total of 283 respondents replied in which 20 percent of them by e-mails and 80
percent by hands and mails. After sorting those questionnaires with missing data, 262 sets
were valid for analysis.
 The paper provides an insight for human resources practitioners on the effective use of
third-party e-recruitment service provider and the strategy to attract employed jobseekers
for employment.
 Future Direction: further study should compare the effectiveness the third-party and
corporate companies' e-recruitment methods to recruit talent employees with gender and
race as moderating variables. The study of the threats among non-profit organizations,
corporate companies, newspapers, and executive search e-recruitment to third-party e-
recruiters is also recommended.

Kar, Ashutosh; Bhattacharya, Siddhartha,2009,” E-Recruitment and Customer Satisfaction:

An Empirical Study in and Around Kolkata”, IUP Journal of Management Research

Purpose: The main objective of this paper is to identify: key variables responsible for customer
satisfaction, factors contributing to make job portals effective and providing competitive
advantage to service providers
The study was undertaken with the objective of ascertaining the following:
* In case of key word search, how many jobs a candidate is finding in a particular geographical
area, for a defined position with specific number of years of experience and in a particular salary
range?
* Which are the factors that are contributing to the effectiveness of the job portals?
* Which of the job portals are contributing more towards increasing customer satisfaction?
* To consider whether the candidates are getting more job offers after the introduction of CV
distribution services.
* To find out whether the candidates are happy with the occasional arrangement of seminars for
face-to-face interaction with portal experts.
Research Design: The research design is both descriptive and exploratory in nature. The primary
data has been collected by the survey method by using e-mail and through personal interviews.
The data is both in the qualitative and quantitative forms. The study has been undertaken in and
around Kolkata. The sample size of the population is 250. The total sample size is classified in
the four strata each (on the basis of age and experience)
Suggestions: If job related chat facility, on-line test and help desk/call center facility are
introduced, the respondents believe that they will be more satisfied. SMS alerts should also be
there, as most candidates does not check e-mail regularly. Candidates do not know whether the
job application is rejected or accepted. There should be timely and accurate response whether it
is yes or no. As no response comes from the employer's side, the applicant is in the complete
state of uncertainty. Once, a candidate knows that his or her application has been rejected, he or
she can apply for a new job.

Donald H. Kluemper, Peter A. Rosen, 2009,” Future employment selection methods:

evaluating social networking web sites” Emerald Insights

Purpose – The use of social networking web sites (SNWs), like Facebook and MySpace, has
become extremely popular, particularly with today’s emerging workforce. Employers, aware of
this phenomenon, have begun to use the personal information available on SNWs to make hiring
decisions. The purpose of this paper is to examine the feasibility of using applicant personal
information currently available on SNWs to improve employment selection decisions.
Design/methodology/approach – A total of 378 judge ratings (63 raters £ 6 subjects) are
evaluated to determine if raters can reliably and accurately determine the big-five personality
traits, intelligence, and performance based only on information available on SNWs. Interrater
reliability is assessed to determine rater consistency, followed by an assessment of rater
accuracy.
Participants: This study was conducted at a large public university in the southern USA. A total
of 63 students enrolled in an employment selection course participated in this project for course
credit. Participants were 49 percent male, 90 percent Caucasian, averaged 24 years of age, and
worked an average of 26 hours per week
Findings – Based solely on viewing social networking profiles, judges are consistent in their
ratings across subjects and typically able to accurately distinguish high from low performers. In
addition, raters who are more intelligent and emotionally stable outperformed their counterparts.
Practical implications – Human resource (HR) professionals are currently evaluating social
networking information prior to hiring applicants. Since SNWs contain substantial personal
information which could be argued to cause adverse impact, academic studies are needed to
determine whether SNWs can be reliable and valid predictors of important organizational
criteria.
Muhammad Haroon, Muhammad Zia-Ur-Rehman,2010,” E-Recruitment: Across The Small
And Large Firms In Pakistan” Interdisciplinary Journal Of Contemporary Research In
Business

Purpose: This research was conducted in order to investigate internet recruitment in large and
small firms in Pakistan. Small and large Pakistani organizations were taken for study through
simple random sampling. Data were collected by adopting telephonic survey. Chi square test was
applied to investigate data taken from 65 respondents from different industries and sectors of the
economy. Preference was given to small firms as compared to large firms in term of using
internet recruitment. There was sufficient evidence to indicate that large percentage of large
firms have their own website and using it for recruitment as compare to small firms. What this
article demonstrates is that this new medium is going to replace the other traditional sources of
recruitment because of low cost, time saving, quick response, to check application status, online
resume development for both employers and job seekers.
Research Design: A small number of large and local organizations were included in the study 2.
The data were collected through questionnaires, survey respondent were contacted by phone and
interviewed. To encourage participation respondents were explained the benefits of internet
recruitment in context of time and cost saving to their organizations
Future Direction: One of executive interviewed by Forrester so expressively put it, We have to
sift through lots of résumés, like kissing frogs before you find the prince. (Bartram et al
2000)This is not the end of story. Internet recruitment is a new area of research; there are
multiple issues which can explore in future research.

Pallavi Srivastava and Jyotsna Bhatnagar, 2010,”Employer Brand For Talent Acquisition: An
Exploration towards Its Measurement” The Journal of Business Perspective

This paper addresses the concerns associated with talent acquisition and how employer brand can
overcome some of them. Based on the literature review and supported with the first stage
sequential mixed method exploratory research, the paper summarises and aggregates the results
of a pilot study conducted on a section of prospective employees of India. The study contributes
to the sparse academic and empirical work on employer branding. The empirical results are
initial steps towards the development of a scale for measuring employer brand in a later stage.
The current study will further facilitate development of the unique employee value proposition
based on the person-need fit of talent. The research is based in an Indian setting which makes it
all the more relevant in current economic scenario.
Research Design: The qualitative study comprised of several methods namely open-ended
questionnaire, semi-structured interviews, focus groups discussions and content analysis of the
main page and career section of official websites of different organisations, to identify the key
variables that represent the construct of employer brand. The second phase comprised of scale
development in the form of survey
The objective of this exploratory research was to understand the underlying structure of
employer brand by identifying factors that represent an employer brand by capturing the
perspectives of prospective employees of India.
Data Collection: Data for the survey was collected from a mix of 105 final year postgraduate
management students and working managers enrolled in the executive management programme
students of two premiere Business schools located in the National Capital Region of India.
Future Direction: It would also be interesting to find out why working with an employer brand
matters to an individual.

Pramila Rao,2010,” A resource-based analysis of recruitment and selection practices of

Indian software companies”, Emerald Insights

Purpose – The purpose of this paper is to detail staffing practices of five software companies
located in India.
Design/methodology – This qualitative research paper uses purposeful sampling to provide rich
data on senior-level staffing practices. The interviews conducted in India are tape-recorded and
notes are also taken diligently. The interviews are coded to identify similar and dissimilar
themes.
Findings – This research identifies internal recruitment, employer references, succession
planning, interviews, personality tests, newspaper recruitment, professional search agencies, and
bio-data as the predominant senior-level staffing practices.
Contribution – The paper identifies successful staffing practices adopted by domestic software
companies. As multinational companies significantly increase their presence in India, global
practitioners can implement successful staffing practices by having a thorough understanding of
local staffing practices.
Most Indians, in the software industry, prefer to work for the “Big Three” software companies
(Infosys, Wipro, TCS) regardless of their work. MNCs consequently have to invest sufficiently
in employer brand building as Indian employees like to work for distinguished organizations
(Grossman, 2006; Brandel, 2006).

Alan M. Saks • Krista L. Uggerslev, 2010,” Sequential and Combined Effects of Recruitment
Information on Applicant Reactions”, Springer Science+Business Media, LLC 2009

Purpose: The purpose of this study was to investigate the sequential effects of recruitment
information on applicant reactions following three recruitment stages (campus fair, recruitment
interview, and site visit) and the timing of communications independently, across stages, and in
combination.
Design/methodology: A simulation of the recruitment process with 292 undergraduate business
students randomly assigned to positive or negative experiences at each of the recruitment stages.
The study consisted of a 2 9 2 9 2 9 2 between-subjects design with five repeated
measurements of participants’ organization attraction and treatment of employees. The four
between-subject conditions were campus fair information (specific versus general information);
recruitment interview (personable-informative recruiter versus impersonal- uninformative
recruiter); timing of communications (short delay versus long delay); and site visit (interactions
with organizational members versus no interactions). Participants were randomly assigned to one
of the 16 experimental conditions.
Findings: Specific information during the campus fair, a personable and informative recruiter,
prompt communication following the interview, and the opportunity to interact with
organizational members during the site-visit were positively related to applicant reactions.
Furthermore, although the recruitment information was more likely to have an effect at the stage
in which it was received than at subsequent stages, the information at several stages did have
significant positive and negative effects at subsequent stages. In addition, applicants who
experienced more stages with positive information had more positive applicant reactions in
support of the effects of ‘‘bundles’’ of recruitment activities.
Implications: Even more important than understanding the impact of any one particular
recruitment experience is the overall effect of all recruitment stages experienced by a job
applicant. Thus, one good recruitment experience is probably not enough to impress and attract
job applicants.
Future Direction: Future research should measure applicant willingness to remain in the
recruitment process following each stage given that applicants can and do drop out of the
recruitment process at various stages.
It is possible that certain recruitment information might be given significantly more weight in
determining applicant reaction regardless of when it occurs during the recruitment drive. Future
research might examine the effectiveness of various recruitment practices as a function of when
they occur during the recruitment process (e.g., early versus late) and in relation to other
recruitment practices that might precede or follow it.

John Kim & Kenneth M. York & Jeen-Su Lim,2010,” The role of brands in recruitment: A
mixed- brand strategy approach”, Springer Science+Business Media, LLC 2010

Purpose: DelVecchio et al. (Marketing Letters, 18, 149–164, 2007) expanded the role of brand
equity by revealing the important role it plays in human resource management. We extend their
study by incorporating a mixed-brand structure in a potential job applicant's decision to pursue a
job.
We integrate both corporate level and product level brands to form an overall brand in
this decision process. Four models based on inference processing and affect transfer are
developed and tested. Our results suggest that corporate-level brand and product-level brand,
which constitutes an overall brand name, play a major role in influencing a potential recruit to
pursue a job.
LITERATURE: Turban and Cable (2003, p. 734) suggest, “Firms develop more or less
reputational capital, which is a form of intangible wealth similar to what marketers call brand
equity.”
Brand knowledge of consumers creates brand equity and has differential effects on consumer
decisions (e.g., Aaker 1991; Keller 1993).
Furthermore, if consumers do not have information, they may make inferences based on the
overall evaluation of the product-level brand (Sanbonmatsu et al. 1991) thereby creating a node.
Methodology: Participants in the study were 193 undergraduate students at a medium-sized
public university, who volunteered to participate and were given extra credit for doing so. We
asked students to imagine that they were in the job market and looking for a job in their major.
We then gave the students a survey containing profiles of job openings from three different
companies. Each profile suggested that an entry-level job in their area of interest was available.
Manipulations included: logo of the companies (prominently displayed) and that the company
was the manufacturer of certain brands of shampoo, sunglasses, or computers
Future Directions: Under what conditions will product-level brand or corporate-level brand have
a greater or lesser effect on job-pursuit decisions? If a company produces two brands in the same
product category, what effect does a low-equity brand have on a high-equity brand? If both
brands are prominently displayed along with the company name in a recruitment brochure, what
effect would the product-level brands have on corporate reputation and recruitment?

Vicknair, Jamie;Elkersh, Dalia;Yancey, Katie;Budden, Michael C,2010,” The Use Of Social

Networking Websites As A Recruiting Tool For Employers”, American Journal of Business
Education.

Objectives
An earlier study conducted by Janelle Harrison (2008) investigated student awareness of
employer use of social networking websites as a candidate screening tool. Following on the heels
of that study, objective for this study were developed:
* Are students aware that employers have the ability to find information through social
networking websites?
* Have students posted information on their social networking profiles they would not want an
employer/recruiter to see?
* Do students approve of employers checking social networking profiles as part of the screening
effort?
* Are students concerned about the legitimacy of their social networking profile privacy?
* Would students provide potential employees with their social networking profile passwords in
order to be considered for a job?
Methodology
A voluntary convenience survey was created to explore research objectives. The questionnaire
consisted of nine questions pertaining to the primary objective and four questions designated to
respondent demographics. Four open-ended questions encouraged explanations to me nature
responses. The survey was emailed and hand distributed to a random sample of students from all
classifications and majors at a state university. Hard copy surveys were distributed to ten classes
and upon completion were manually entered by researchers using the online survey. Data from
both forms of distribution was recorded using the Google Docs application.
Future Directions
Further studies may be conducted on employer/ recruiter attitudes and use of social networking
websites as a screening tool in order to gain a more well-rounded perspective on the subject.
Questions regarding how often this practice is used should be addressed as well as which
industries in which it may be most prevalent.

H. Kavitha, Souji Gopalakrishna Pillai, 2011,” A Study on Emerging Trends In Social Media
Recruitment Strategies: With Special Reference to Human Resource Departments in
Bangalore, India”, International Journal of Arts & Sciences

Purpose: The purpose of this study is to explore to what extent content from an online self-
reported profile, influences companies’ hiring decisions. The study attempts to determine what
information on a profile is meaningful or useful to a company and if this information was used to
infer or evaluate an individual’s lifestyle or personality. The study explores the wide application
of social networking theory which is used as an underpinning theory for this approach. The study
will assist organizations in understanding this new strategy and identify opportunities in their
recruitment environment.
Findings: It was identified that the online persona was informative and accurate source of
information on professional networking sites compared to the social sites. It was also an
important strategy to recruit passive candidates and retain them.
Literature: Many people relate social networking with fun and pure socialization, but as
Leibowitz (2007) writes, business organizations and individuals around the world are profiting
for their participation on sites such as MySpace, Facebook, and LinkedIn. The use of social
networking involves the practice of expanding the number of one's business and/or social
contacts by making connections through individuals (Garnett and Guppy, 2008).
Organizations who have successfully integrated social networking into their recruitment
operations have improved their ability to acquire talented workers (Leibowitz, 2007).
The research questions that are set for this study are:
1. What is the frequency of using social media in recruitment related activities?
2. Do the employers view a candidate’s profile on social networking sites while evaluating them?
3. What are the data available on social media that is of significance to a potential employer?
4. What are the perceptions of job seekers when being evaluated based on their online persona?
5. What is the perception of employers and job seekers towards social media recruitment process?
Further research may be conducted on employers and recruiters attitudes and use of social
networking websites as a screening tool in order to gain a more well- rounded perspective on the
subject. Research may be conducted regarding the ethical implications of employers using social
media networking websites as a tool of discrimination. Research should be conducted to evaluate
the tools current Social Networking Sites offer to organisations in order for them to successfully
recruit.
Further research could be conducted to investigate which factors affect individuals when
they select a tool to find a job. Research can be carried out on investigation of trust influence on
job seekers behaviour in social networking sites. It could also focus on comparison between
professional and non-professional SNS as a job seeking tool.

Anna B. Holm, 2011,” E-recruitment: Towards an Ubiquitous Recruitment Process and

Candidate Relationship Management” German Journal of Research in Human Resource
Management

Purpose: The present study fills part of this gap by investigating the effect of e-recruitment on
the design of the recruitment process. Three explorative case studies were carried out in three
large organizations in Denmark in 2008-2010.
Findings: The findings indicate that e-recruitment transforms the traditional recruitment process
into a time- and space-independent, collaborative hiring process. The most significant changes
are recorded in the sequence and increased divisibility of main recruitment tasks and subtasks.
For management, the main task is now that of communicating with candidates. In addition, a new
on-going task of maintaining a corporate career website has become an integral part of the new
recruitment process
Research design
Qualitative research design was considered the most suitable for the purpose of the investigation,
since it permits the use of multiple data sources. The companies selected for the study were all
multinational corporations (MNCs) originating from, and with headquarters in, Denmark. I used
the recruitment process as the unit of analysis and focused only on the business process.
Firstly, I conducted in-depth, face-to-face, semi-structured interviews with a number of key
informants (Patton, 2002, p. 321), including HR partners and employer brand managers,
recruitment partners, and others, who were involved in recruitment process tasks.
Secondly, since the recruitment process in the case organizations strongly depended on various
technological solutions in the recruitment process, I reviewed the functional characteristics of
their e-recruitment systems and interviewed representatives of the companies’ technology
providers and the major job portal in Denmark.
Thirdly, I analyzed the content of corporate webpages and the job ads that the case companies
placed on their websites.
Future Direction:
Communication with applicants’ plays a more significant role in the new process, recruiters
should be aware of the increased demands associated with this task. In particular, special
attention should be given to activities related to Internet communication and automated mailing.
This was a concern expressed by many recruiters, and two of the case organizations made extra
resources and specially educated staff available to deal with the issues of online communication.
With the increasing use of online social networking for recruitment purposes, the task of
communicating with candidates becomes even more complex

Sisodia, Sonal; Chowdhary, Nimit,2013,” Use Of Illustrations In Recruitment Advertising By

Service Companies”, Journal Of Services Research

Purpose: This study advances literature on recruitment advertising of service organizations by

focusing on an important advertising element, which are the illustrations/visuals used in the
execution of the print recruitment strategy. Against the backdrop of the rising significance of
services and its potential of employment generation, the paper starts with identifying the need for
service companies to select with precision and recruit the right personnel.
Suggestions: further suggesting that the creation and content of recruitment advertisements could
be useful in attracting the right kind of job applicants. The assertion is that companies need to
comprehend recruitment advertisements as powerful as corporate and brand advertising, and
therefore require the same attention in design, elegance, use of space and detail. With the help of
content analysis, an effort is made to explore the visual component in the
recruitment advertisements for service organizations.
Research Design:
Objective: The first objective was to study the use of illustrations in the
recruitment advertisements for services in print medium in order to gauge the effectiveness of the
recruitment communication
Secondly, the aim was to look at the extent of variation in the advertisement content of
recruitment advertisements with regard to use of visual evidences (illustrations) across the
different service categories
It is an observational study that is qualitative in nature. Since the study needs to systematically
analyses the contents of recruitment advertisements, content analysis appeared to be the
appropriate technique. Content analysis is a method of codifying the text of writing into various
groups or categories based on selected criteria.
Findings: It can be inferred that illustrations in recruitment advertisements of service
organisations creates tangible representations and challenge the applicants to presume the
intended significance of the illustrative appeal. Service employers should use visual
communication to initiate relationship with prospective employees
Future Directions: This is an exploratory study and research on the subject could be extended to
look into other elements of recruitment advertisements. This study included only service
organisations and one advertising medium and one component of the advertisement (visuals). To
understand recruitment advertising practices and strategy better, subsequent work in this area
could be extended to other categories and other media and other components

Hen-Yi Huang & Chan Pan, Yung-Ming Hsieh, 2012,” Factors Influencing the User
Behaviour Intention of Online Recruitment Websites”, International Journal of Business and
Commerce.

Purpose:
The purpose of the study is to learn whether the web service quality of the online recruitment
website perceived by the users would affect their satisfaction and perceived risk towards the
website. The study also is intended to see the effect of satisfaction on the intention of continual
usage, loyalty and word-of-mouth communication.

Research Design: This study uses online survey questionnaire to collect samples. A total of 601
valid questionnaires were collected. Structural Equation Model (SEM) is used to validate the
research hypothesis.
Findings:
1. Continuance intention, loyalty, word-of-mouth communication are positively affected by
satisfaction. On the contrary, perceived risk is negatively affected by satisfaction;
2. Web service quality is positively influenced by satisfaction but negatively influenced by
perceived risk. Continuance intention and loyalty are indirectly influenced by satisfaction and
perceived risk;
3. The searching service of online recruitment websites is most frequently used by job seekers;
4. Online recruitment website operators have to emphasize more on risk management.
Future Directions:
The behavior intentions discussed in this study include continuance intention, loyalty and
word-of-mouth communication. Whether there are causal relationships among these intentions,
or whether there are any additional behavioral intentions involved, are also issues worth
discussing.
Develop a scale suitable for measuring the web service quality of online recruitment
websites. Future studies may conduct survey on all online recruitment websites to develop a
proper scale to measure the service quality of online recruitment websites.