E-Recruitment

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Author(s): Reanna Poncheri Harman (SWA Consulting Inc., USA)and Lori Foster Thompson (North Carolina State University, USA)
Copyright: 2012
Pages: 12
Source title: Encyclopedia of Cyber Behavior
Source Author(s)/Editor(s): Zheng Yan (University at Albany - SUNY, USA)
DOI: 10.4018/978-1-4666-0315-8.ch045

Keywords: Cyber Behavior / Human Aspects of Technology / Information Science Reference / Social Sciences & Humanities

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Abstract

E-recruitment uses the Internet to identify and attract prospective employees through media such as internet job boards (e.g., monster.com), organizational websites, and more recently, social media such as Twitter and LinkedIn.com. There are many advantages associated with the shift toward e-recruitment, such the ability to easily reach prospective applicants worldwide. However, there are also drawbacks, such as the time and effort required to sift through materials submitted by large numbers of unqualified applicants. Research conducted to date is limited but provides important first steps in understanding internet recruiting. It can be categorized into two main areas: 1) employer adoption of e-recruitment, and 2) applicant reactions to e-recruitment. Research is particularly limited when it comes to the employer’s perspective, while relatively more research has focused on applicant reactions to recruitment websites’ form, content, and function.

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