The Use Of Erecruitment In Business Commerce Essay Example

feedback from potential employers. From the employer's perspective, E-Recruitment is a convenient, cost-effective, and efficient tool for connecting with job seekers. It provides direct access to an expanding database of resumes. Pastore's 2002 studies predict that there will be a growth in the online population using E-Recruitment services, bridging the digital divide gap.

The increased convenience provided by online job listing websites may be the reason for this addition. As a result, job seekers can now view multiple job openings and submit their resumes for employers to see without leaving their homes. In Dixon's (2000) study, it was mentioned that some companies even use their own websites to hire employees. As a result, most e-recruiters offer free services for applicants to post their resumes online (Galanaki, 2002). Therefore, the growth of online resumes is expected due to the availability of free posting.

According to Cappelli (2001), the E-Recruitment market has become uncontrolled and unconstrained by geography, with millions of sketches posted on popular web sites. As a result, online recruitment has emerged as a useful and advantageous method compared to traditional methods (Jansen ; Jansen, 2005). Companies now consider online applications an essential tool for implementing complex recruitment and selection strategies in order to find the right employee at the right time (Azrina Hafizah binti Abdul Aziz, 2006). Therefore, traditional recruitment processes may not be able to meet industry demands, particularly in terms of selecting the right candidate more quickly.

This highlights the potential of E-Recruitment services as a powerful tool in various sectors of the job market. It has significantly transformed the way job seekers find suitable positions. Nowadays, many job seekers prefer using third-party recruitment websites

or electronic recruitment services to gather job information and submit their resumes to employers through Internet technology (Bartram, 2000; Scheyer; A; McCarter, 1998). These third-party E-recruiters offer services to companies interested in using their websites for job advertisements or posting vacant positions. Additionally, they offer lower fees compared to traditional recruitment methods.

Therefore, it is common for third-party E-recruiters to connect job seekers with companies' pages, even if the applicants use third-party sites (Zusman & Landis, 2002). When third-party sites receive or gather these resumes from job seekers, the recruiters will immediately forward the database to the appropriate organizations (Enrolling Report, 1999). This information can then be stored in the data system for present or future use. In the United States, Cober and Brown (2006) discovered that over 50 percent of new job seekers utilize the internet to find a job and this is expected to increase in the future. In Crispin and Mehler's (2006) research, it was found that 20 percent of external new hires came from corporate websites, and another 13 percent were searching through job boards.

According to Total occupations (2004), two-thirds of UK organizations prefer using an independent website for matching recruiters with job applicants and posting job advertisements. They believe that the internet will play a significant role in recruitment practices within organizations. Additionally, a survey conducted by HR Focus (2000) revealed that over 75% of human resource professionals have started using web job boards or E-recruitment services as alternatives to traditional recruiting methods. Arthur (2001) discovered that 96% of US companies were online, and it is expected that spending on electronic advertising will increase from $48 million in 2001 to

$460 million by 2006. Online recruiting has also gained popularity among both organizations and job seekers in the UK.

According to the Chartered Institute of Personnel and Development (2006), 64% of UK organizations utilize e-recruitment and anticipate continued use of the internet for recruiting. Turban and King (2003) forecast that the global number of internet users will reach 750 million by 2008, leading to widespread adoption of e-recruitment systems worldwide. E-recruitment is a rapidly growing global practice with potential annual value in the billions of Ringgits Malaysia (Yoon ; Sivanand, 2005). Consequently, the job market has become highly competitive, with job seekers posting thousands of resumes daily on online hiring platforms. Compared to traditional methods, e-recruitment is considered a quicker, more cost-effective, and convenient system for both employers and job seekers.

E-Recruitment may replace paper work with cyberspace technology to complete job tasks. TAM, developed by Davis (1989), predicts individuals' acceptance of information technology in online systems. TAM also identifies as the emotional response between usefulness and ease of use. In studies by Davis (1986), TAM is used to analyze the acceptance of new technology systems in job hunting. Therefore, the expansion of E-recruitment service may extend to South-east Asia, particularly in Malaysia, to test job seekers' perceptions and experiences with using e-recruitment.

The main purpose of TAM was to provide an explanation of the factors that determine computer acceptance and user behavior across a wide range of end-user computing technologies and user populations (Davis, 1989). TAM is an extension of Ajzen and Fishbein's Theory of Reasoned Action (TRA) (Fishbein and Ajzen, 1975; Ajzen and Fishbein, 1980). Unlike TAM, TRA considers social influences such as subjective norms. According

to Davis (1989), user behavior is determined by the intention to perform the behavior and subjective norms (Davis, 1989). TAM has attracted significant attention from researchers in predicting usage intention and acceptance behavior (Yi and Hwang, 2003). Additionally, TRA predicts that people also take into account the perceived consequences of their actions (Ajzen and Fishbein, 1980).

Online user behavior surveys have shown that performance and expectations of use in E-Recruitment can predict user acceptance and adoption of the internet service (Hong, Thong, Wong, & Tam, 2001). Consequently, TAM typically focuses on two important beliefs: perceived usefulness (PU) and perceived ease of use (PEOU). Perceived usefulness refers to the extent to which an individual believes that using a specific system would enhance job performance (Davis, 1989).

Perceived easiness of usage is the belief that using a technology requires little effort (Davis, 1989). In developing countries, the technology acceptance model suggests that perceived utility is influenced by perceived easiness of usage (Vankatesh and Davis 2000). TAM 2, an upgraded version of the TAM model by Venkatesh and Davis (2000), aims to explain how subjective norms and cognitive instrumental processes affect perceived utility and intentions. TAM, on the other hand, is a model specific to IT acceptance that focuses on two beliefs, namely perceived utility (PU) and perceived easiness of usage (PEOU) (Davis, 1989).

Therefore, according to Venkatesh & Davis (2000), TAM is estimated to account for 40% to 50% of user acceptance, while TAM2 accounts for approximately 60% of user acceptance using the updated version of TAM. TAM2 expands on the original model by explaining perceived utility and usage intentions, including social influence factors such as subjective norm, voluntariness, image,

and experience. Moreover, TAM can incorporate various factors beyond perceived usefulness and ease of use. Compeau and Higgins (1995) found that users' performance expectations influence their behaviors to perform well in their jobs or tasks. Additionally, E-recruitment is more effective than traditional methods if job seekers are satisfied with it. Bandura (1986) also mentions that application-specific self-efficacy (ASSE) refers to one's belief in their capabilities to effectively utilize their skills in any given situation.

Besides, it is important to protect the privacy risk in TAM, particularly in relation to jobseekers' resumes and applications (Gutterman, 1999). Galanaki (2002) studies highlight the significant ethical concern of confidentiality and trust in E-Recruitment services between employers and job searchers. Therefore, organizations should consider privacy risk if they want to enhance satisfaction with new job searchers. Additionally, Eastin and LaRose (2000) have emphasized that using the internet can lead to encountering various stressors.

The perceived emphasis increases as the outlook decreases. Moreover, Davis (1992) studies also suggest that enjoyment may have additional value in the TAM system. Enjoyment refers to the perception that using a computer is inherently gratifying (Davis et al., 1992). Additionally, Teo (1999) predicts that enjoyment may be related to the use of the Internet in online service areas. Furthermore, according to Igbaria (1994), perceived fun refers to the performance of an activity in an ambiguous support situation.

According to Moon and Kim (2001), perceived playfulness can be divided into three components: concentration, wonder, and enjoyment. In Chau's (1996) study, the concept of perceived utility in the TAM model is divided into two parts: perceived near-term utility and perceived long-run utility. Jiang et al. (2002) conducted research on user acceptance

of internet technology and found that the use of internet technology is positively associated with perceived near-term utility and perceived long-run utility. Therefore, the deployment of the internet technology model should be used to investigate internet usage.

The TAM theoretical model utilizes new technology to determine an individual's attitude towards using said technology. Davis (1986; 1989) studies have revealed that the Technology Acceptance Model (TAM) is one of the most well-known approaches for explaining and predicting user acceptance of information systems. Hence, organizations can use the TAM model to predict the primary factors involved, such as perceived utility and perceived ease of use, as well as additional value, in order to analyze the validity and reliability of acceptance systems. Perceived utility is defined as the user's attitudes towards using the system, which can influence the evaluation of behavioral outcomes and potentially enhance job performance (Davis, 1989).

According to Nielsen (2000), perceived usefulness is the ease of using a website to find desired information. It also refers to users' belief that using an information system will improve their job performance (Davis, 1989). Recent studies have shown interest in evaluating the usability, benefit, quality, and success of e-recruitment applications (Smith, 2001). Therefore, the usefulness of a website is linked to various outcomes related to job seekers' website search behavior (Richard T. Cober, Douglas J. Brown, Lisa M.).

According to several studies, the utility of online service systems has a significant impact on user behavior and satisfaction. For example, Keeping and Levy (2001) and Nielsen (2000) have associated utility with user desire to continue using websites and their behavioral outcomes. Chau (2001) found in a study of 360 clients that the

utility of online service systems greatly influences behavioral intentions. Additionally, Bhattacherjee (2001) also discovered that perceived utility has a significant effect on user satisfaction and intentions to use.

According to Devaraj, Fan, & Kohli (2002), perceived utility greatly impacts user satisfaction in E-Recruitment systems. Koufaris (2002) and Chiu, Chang, Cheng, and Fang (2009) also found that perceived utility significantly influences the reuse intention of online customers. E-recruitment service providers who offer a wide range of job information and act as career enhancement tools on the web are considered effective (Tong and Sivanand, 2005). The perception of usefulness plays a dominant role in the use of E-recruitment systems as it facilitates easy access to information and enhances the effectiveness and convenience of job applications (David Yoon Kin Tong, 2008). As a result, jobseekers can utilize the available online job information to apply for positions (Fountain, 2005). Previous research on recruitment has shown a significant relationship between the utility of website content and organizational attraction (Cober et al.

, 2004 ; Williamson et al., 2003). Therefore, the attractiveness of the organization would be considered to influence the usefulness of providing information to a job seeker. The perceived ease of use is defined as the extent to which users believe that the system will be effortless to use (Hsiu-Fen Lin, 2010). Nowadays, users strongly desire easy-to-use technologies compared to complexity, which can be a barrier to not using a system (Katz & Aspden, 1997). Ease of use refers to the amount of cognitive effort required to use a website and is shown to be an important factor in the acceptance and success of a website (Patrice M.

Mareschal and Rudin (2010)

characterize ease of use as the ability for users to interact with software without exerting much effort. Davis (1989) found that a complex system is less likely to be adopted by job seekers because it requires a high level of user involvement. This notion is consistent with Teo's (2001) perspective on the difficulty of using complex systems in general. In the e-recruitment context, job seekers are more likely to actively engage with a system that is easy to use, as highlighted by David Yoon Kin Tong (2008).

According to consumer behavior research, the attitudes and behavior of online consumers affect the ease of use, while system troubles can lead to dissatisfaction (Brink, Gergle, & Wood, 2002; Nielsen, 2000; Hoffman & Novak, 1996). Additionally, internet recruiting allows users to quickly and easily access websites for information 24/7, reducing the need for job-seeking employees (Feldman, 2002; Galanaki, 2002; Smith, 2004). Radcliff (2000) suggests that job seekers can use keywords to find job vacancies online more easily than searching through newspapers, and can respond to online advertisements faster than submitting hard copy resumes to companies. In practice, recruiters are more likely to use computer-based application forms that better reflect candidates' knowledge, skills, and abilities (Barber, 2006). The usability of websites has traditionally been defined as the perceived ease of accessing desired information from a website (e.g., Radcliff, 2000).

, Karat, 1997; Nielson, 2000). Furthermore, it is also defined as the specific users' desire to utilize a system when a product can achieve goals with effectiveness, efficiency, and satisfaction in a specified context of usage (Nadianatra Musa, Syahrul N. Junaini, and Yanti R. Bujang, 2006). The usability of the job websites

where resumes and applications are submitted is another important aspect that must be considered to ensure the effectiveness of the recruitment process.

This means that users should be able to find relevant information quickly and easily on the organization's website. Therefore, it is important that all information on how to create or edit profiles, submit applications, and search for job listings is presented clearly (Gilles Depardieu, Pamela Islam, 2008). Increasing usability would make the website more accessible and user-friendly for everyone, including people with disabilities (Pemberton, 2003). Improved usability means that the organization can achieve its goals effectively, efficiently, and satisfactorily for users. When users have a positive experience with a website, they are more likely to continue using it and recommend it to others through word of mouth.

The increase in online population and its impact on organizations will be significant. However, poorly designed E-Recruitment systems can discourage job seekers from applying online. Therefore, usability testing is an important research field in online service systems.

Furthermore, it is important for employers and organizations to have standard online application forms that are consistently presented (Gilles Depardieu and Pamela Islam, 2008). This allows organizations to efficiently collect information from applicants. They should also provide tools for easy navigation and direct access to the desired information for job seekers (Hannon, 1998; Zusman & Landis, 2002). An E-Recruitment software system with efficient features would allow users to upload resumes and other information in a standardized format, and organizations can preview the resumes accurately from the beginning (Gilles Depardieu and Pamela Islam, 2008). According to Braddy et al.

In 2003, it was found that the ease of navigating to a company's job advertisement

on their website was linked to positive perceptions of the organization being investigated. Additionally, Efthymios Constantinides (2004) discovered in their research that convenience is also a motivating factor for users to stay and engage with online sellers. This means that users associate a convenient system with easily and quickly finding information, making purchases, and completing online transactions. However, it is important for organizations to understand how users are likely to perform activities online and adjust their procedures accordingly. Furthermore, Sanchez-Franco and Roldan (2005) observed in their study on web acceptance that the perceived ease of use is significantly and positively related to E-Recruitment.

Karr ( 2000 ) conducted a survey which found that 26 % of pupils rejected potential employers due to the poor design of their web sites. This suggests that the attractiveness of an organization is influenced by the quality of its web site ( Patrice M. Mareschal and Joel P. Rudin, 2010 ). Similarly, Nielson ( 2000 ) discovered that difficulties in navigating a company's employment web site led to only 26 % of applicants being able to effectively search for a job and submit an online application.

The perceived ease of usage is related to user friendliness and the speed and ease of utilization (Misic 1999). Therefore, the content in the E-Recruitment system should be easy to understand and easy to use. This includes content layout and categorization (Cho 2001), construction, user interface, visual aspect and visual design, intuitiveness, readability, search facilities, and ease of navigation (Yang et al. 2005). Serviceability ensures that interactive products are easy to learn, effective to use, and enjoyable from the user's perspective.

Therefore, the importance of serviceability for

an online application system cannot be underestimated. According to Liang and Huang (1998), consumer preference for electronic channels is heavily influenced by transaction costs. Rosita bt. Mohamed Othman and Nadianatra bt. Mus (2007) further support this, stating that cost savings can be achieved in three areas: reduced direct costs in newspaper advertisements, decreased fees for job fairs, lowered expenses for recruitment processes in the human resource department. As a result, the cost savings associated with Internet recruiting can be partially attributed to the decreased reliance on posting job advertisements in newspapers and circulars (Phillip W.).

According to Braddy, Lori Foster Thompson, and Karl L. Wuensch (2003), it is believed that Internet recruiting will greatly reduce or eliminate the need for traditional recruiters in the future. This prediction suggests that the cost of hiring employees will decrease significantly. E-recruitment, specifically the use of online advertisements, offers a cost-effective alternative to traditional print advertisements.

Therefore, posting an advertisement on the internet is cheaper than using traditional media (Bussler, A, Davis, 2001-2002; Cober, Brown, Blumental, Dowerspike, A, Levy, 2002; Millman, 1998; Wyld, 1997). Online recruiting also helps save costs and generates more applicants (Cober, 2000). According to a report by Ian Watmore (2005), adopting E-Recruitment can result in significant savings in agency fees and advertising costs. Additionally, a recent survey by a major human resource trade association compared the advertising costs of traditional and internet recruiting methods and found that internet recruiting is more cost-effective (IDC, 2000).

According to Beck (2002), an electronic occupation poster is usually cheaper and can be placed more strategically than traditional printed media. Additionally, online occupation posters are much cheaper compared to printed media, resulting in

potential cost savings. However, it is important to note that the full cost savings are usually only achieved if the entire recruitment process is online. From the perspective of job seekers, interviewees who used online recruiting cited several reasons for accepting these methods. The majority of interviewees identified reducing recruitment costs and improving the efficiency of the recruitment process as significant drivers for adopting e-recruitment (Emma Parry and Shaun Tyson, 2008).

The study conducted in June 2004 gathered information from administrations about the reasons for their use of e-recruitment websites. The most common reasons cited were cost-effectiveness (75%), ease of use for candidates (64%), a larger pool of candidates (53%), ease of use for the administration (52%), speed to hire (52%), and company policy (50%). Therefore, cost-effectiveness plays a significant role in promoting and increasing the interest of job seekers in using e-recruitment. Furthermore, there is a predicted relationship between cost savings and effectiveness in e-recruitment. Implementing an e-recruitment system reduces administrative burden on the HR department in organizations.

According to research from the Integrated Environmental Solution (IES), 47% of study respondents used an E-recruitment system for redevelopment hiring and disposal. Additionally, 55% of respondents expected to reduce their usage of other hiring methods in the future. This closely aligns with the findings from a Crantified study, where 49% of respondents also anticipated reducing their use of other hiring methods in the next five years. Another way to save costs is by decreasing spending on recruitment agencies, which can be costly (Linda Barber, 2006).

According to Schreyer and McCarter (1998), there are affordable and available software packages for recruiting purposes. Thus, E-Recruitment can be utilized to improve the

workflow and offer more efficient ways in the recruitment process (Keynote, 2005). This can result in a lower cost for processing and delivering job applications between job seekers and employers. If these services are cheaper than traditional methods, it may lead to increased usage of E-Recruitment.

2.6 Time Saving

In the Internet Recruiting Poll Results (1999), it was found that online job posting offers a speedy and easily accessible approach to recruitment. It can support more traditional methods of announcing job openings, such as bulletin boards, newspapers, and trade press.

Specifically, serviceability is associated with the likelihood of web hunt expiration (Hoffman; A; Novak, 1996), and the entire sum of clip spent utilizing a system (Ahuja; A; Webster, 2001). According to Bussler; A; Davis (2002), time saving is one of the most widely adopted assumptions on e-recruitment. Therefore, e-recruitment could assist the company to save the recruiting procedure time. In particular, the e-recruiting system can reduce the hiring time by two-thirds with fast-tracked, starting with an immediate response by candidates and employers may receive applications that day a vacancy is posted on web (Rudich, 2000), (Sunderland, 2000), (Weingarten, 1998). According to Mohammed H.

According to M. Al-Ali (2009), E-Recruitment has the potential to decrease the time-to-hire by up to 75% and facilitate the faster recruitment of suitable employees for the organization. Internet recruiting can significantly speed up the hiring process (Crispin and Mehler 1997) by allowing job vacancies to be advertised immediately. This enables employees to submit their resumes and respond to job applications promptly, while employers can efficiently respond to new hires.

In addition, online recruiting offers the opportunity to reach a large number of people (Crispin and Mehler

1997). This is because an electronic job listing can be posted for an indefinite amount of time and can be accessed by interested applicants at any time. It also saves time by facilitating faster internal and external communication processes using electronic media. While some organizations may prefer using executive recruiters for higher level job openings (Radosevich, 1998), online approaches can be used to expand the pool of candidates and expedite the selection process as well (American Society for Training and Development [ASTD], 1999; Byerly, 1999; Lavigna, 1996; Noran, 1999; Phusitasai, 1998a; Propsner, 1999; Richtel, 2000).

Therefore, organizations can save time in gathering information (WebRecruiting Advantages, 2001) and job vacancies can be posted on web pages quickly after becoming vacant (Crispin & Mehler, 1997). This means that applicants can respond to recruitment messages much faster than before. Additionally, job-search websites can overcome time barriers and provide convenience, cost savings, and effective solutions for employers and job seekers (Miller, 2001; Pearce & Tuten, 2001; Perry, Simpson, NicDomhnaill, & Siegel, 2003; Tomlinson, 2002). Furthermore, the relationship between time savings and the effectiveness of e-recruitment has been established in a previous study. All this information has been published as part of a study conducted in the USA.

The iLogo Survey showed that the primary advantage of On-line Recruitment is time saving, according to over 500 companies across the USA. 86% of respondents agreed on this point. The survey found that, on average, companies saved six days on job advertising, four days on receiving resumes from applicants, six days on the HR department processing and testing them, and up to four days on communicating with applicants (Source: "On-line-recruiting: What works, what doesn't",

http://www.proqest.umi.com, March 2000). In short, speed is a crucial factor in the recruitment process. Online users expect fast loading web pages. As a result, web designers must consider that the average time customers spend per page viewed is lo.