Literature Review
There are vast literatures which tackle the issue of e-recruitment. However, most of these literatures mainly focus on the different advantages and benefits of e-recruitment inside different organizations. The study of “Online recruitment connects 3 with top talent: HR specialist “”can learn a lot from marketing” reveals how mobile-telephone company 3 is applying its e-recruitment in order to attract top talent in a highly competitive market. The study shows that e-recruitment had helped to increase the efficiency, easiness as well as speed of the hiring process, which made it easier for the managers to handle huge volumes of applications and interviews. The result also shows that there have been a great change in the recruitment process in the company, compared before, when the company was using combination of Microsoft Excel spreadsheets and Outlook in recruitment management. Thus, it had helped in order to improve the employer brand by the improvement of the application experience (25 - 26). The result was supported with the case study of Superdrug, a UK health and beauty retailer which focuses on describing the weaknesses of the paper and e-mail based recruitment system that the company used to apply. The result shows that the entire recruitment process has become quicker, more efficient and the company experienced 87% savings in using e-recruitment (2007, 26 – 28). The same result was experienced by Nike, a leading manufacturer of shoes and sports apparel, with the introduction of e-recruitment in Europe, Middle East and Asia (EMEA) headquarters of the company. The result shows that there 54% savings upon the introduction of the system, at the same time, the average time in filling up vacancies has fallen from 62 to 42 days (E-Recruitment Gets the Nike Tick of Approval: System fees HR staff to perform more consultancy, 2005).
On the other hand, the study of Kin Tong (2009) enables to show some of the possible risks or hindrances in the success of e-recruitment implementation in an organization. Using Technology Acceptance Model (TAM), Perceived Privacy Risk (PPR), Performance Expectancy (PE), Application-Specific Self-Efficacy (ASSE) and Perceived Stress (PS) as key external factors, the author analyzes the perceptions and behaviours of the jobseekers towards the e-recruitment adoption in Malaysia. The result shows few key determinants to the adoption of technology.
Many studies show that the acceptance of the technology, perceived risk and acceptance and job pressure of both employees (HR and IT department of companies) and the applicants are the major issues and challenges which affect the success of implementation of e-recruitment system. First, according to Lin & Stansinskaya (2002) the lack of knowledge of e-recruitment of the HR community as well as the limited commitment of senior managers towards the system can greatly affect the quantity and quality of the candidates using the application (3). In addition, like any other application of the Internet, its users are concerned with the issue of confidentiality of important personal information. As a result, it hinders the openness of the applicants or candidates to use e-recruitment system (Kerrin & Kettley 2003). On the other hand, Lin & Stasinskaya (2004) imposed that companies are somewhat reluctant in using e-recruitment because of the issues regarding the accuracy, verifiability and accountability of the information about the applicants, which might limit the diversity among applicants. In addition, Lin & Stasinskaya further argue that lack of personal interactions in the process of online employment applications can cause limitations in communication flow between the candidates and the employers, which lead to the frustration on the part of the candidates and the missed opportunities for the employer to gather more important information.
Above all, the study of Stanton (1999) shows that e-recruitment can cause threat towards equal opportunity, because it may hamper the efforts of the organization in promoting diversity in their workforce. This is because, according to Sharf (2000) there are still vital differences in the percentage of households which possess Internet access within the poor community and disabled people.
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