Purpose This paper aims to answer two research questions: first, to study the factors that directly and indirectly influence the intentions of job-seekers and second, to examine the moderating role of gender differences in e-recruitment adoption through the application of technology acceptance model (TAM) in India. Design/methodology/approach A convenience sampling technique was used to collect online data via GoogleDocs through various online channels such as social media, LinkedIn and email. The final data was collected from 364 final-year graduates and postgraduate students to confirm the impact of female and male differences, measurement invariance in composite models (MICOM) and multi-group analysis (MGA). Findings The results indicated that perceived usefulness (PU) and perceived ease of use (PEOU) have a direct impact on attitude (AT), whereas PU influenced behavioral intentions (BI) of job-seekers, but PEOU did not. AT directly leads to the BI. The outcomes of mediation analysis show that AT partially mediates the relationships between PU to BI and PEOU to BI. Further, the findings of MICOM and MGA showed that gender significantly moderates all the relationships between the constructs except for the influence of AT on BI. Research limitations/implications This study contributes to the current literature, revealing that the original TAM model is still pertinent and effective in prevailing periods in emerging markets. The significance of PEOU and PU on AT and BI implies that job-seekers will strongly adopt e-recruitment when it is user-friendly and assist them to accomplish their tasks easily and efficiently. Moreover, gender has a vital moderating influence in e-recruitment adoption. In the case of females, the effect of PEOU is stronger, and for males, PU has a substantial impact on adoption. Practical implications Developers and recruiters should provide significant information related to salary, location and job profile on e-recruitment to enhance the adoption rate of online recruitment. Further, the usefulness of e-recruitment systems was more significant for males compared to females, whereas female job-seekers prefer the e-recruitment system, which is easy to use and operate. Originality/value This research fills a gap in the literature by examining the essential factors affecting the BI of job-seekers as well as empirically testing the impact of gender differences to adopt TAM for e-recruitment – an under-explored subject in developing countries like India.

Purpose E-recruiting has been a powerful tool for reaching the majority of job applicants around the world. Even though, previous literature has scarcely shed light on the factors responsible for the adoption of e-recruitment among job candidates. Originated from the technology acceptance model (TAM), this study aims to empirically examine the influence of online word-of-mouth in shaping job-seekers’ intentions for using e-recruitment websites. Design/methodology/approach A Google Docs-based online questionnaire was distributed via social media, LinkedIn and email to 740 participants, out of which 397 final responses were received. The partial least squares structural equation modeling using SmartPLS 3 was applied for evaluating the theoretical model. Findings This study empirically indicated that electronic word-of-mouth (eWOM) has a significant impact on perceived usefulness (PU), perceived ease of use (PEOU) and attitude. Whereas, PU and attitude fully mediate the relationship between eWOM and behavioral intentions (BI) of job-seekers towards e-recruitment. Practical implications This research contributes to the understanding of the relevance of eWOM in e-recruitment adoption. eWOM provides job-related information that plays a significant role in the usage of online recruitment systems such as LinkedIn, job portals and company websites. This study offered a valuable contribution to the existing body of literature on e-recruitment, developers and Web-based hiring service providers. Originality/value This investigation was the first attempt in the e-recruitment literature to explore the influence of eWOM on job-seekers’ intentions to adopt online recruitment platforms, including the mediating role of PU, PEOU and attitude in the association between eWOM and BI.

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