Employers’ Online Search: An Empirical Analysis

Brenčič, Vera; Norris, John B.

doi:10.1111/j.1468-232x.2009.00581.x

Cited by 20 publications

(13 citation statements)

References 21 publications

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“…The information systems (ISs) used by each respondent and the respective departments of the respondents were the two dimensions of TECs (Goodhue and Thompson, 1995). The main technical features leading to useful EWs that have been proposed by different researchers include the number of vacancies, matching productivity, search ability, resume production, and resume remanufacturing (Brenčič, 2014;Brenčič & Norris, 2009;Jansen, Jansen, & Spink, 2005;Selden & Orenstein, 2011). Therefore, the hypotheses are as follows:…”

Section: Ttfmentioning

confidence: 99%

Aggregated model of ttf with utaut2 in an employment website context

Huang¹,

Chuang²

2021

Journal of Data Science

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This study applied partial least squares (PLS) path modeling for quantifying and identifying the determinants of job seekers' acceptance and use of employment websites (EWs) by using an aggregate model that applied task-technology fit (TTF), consumer acceptance and use of information technology (UTAUT2). We propose that the most crucial constructs explaining EW adoption are habit, behavioral intention, performance expectancy, and facilitating conditions. This study verified that a job seeker's habits were a major predictor of intention and usage of EWs involving web-based technology and occasional usage. Thus, when job seekers perceive that their task is to fit the technology, they recognize the value of using the technology and use it habitually.

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Section: Ttfmentioning

confidence: 99%

Aggregated model of ttf with utaut2 in an employment website context

Huang¹,

Chuang²

2021

Journal of Data Science

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“…Internet facilitates the acquisition of information from applicants, and the provision of tailored information about the organization allows rapid and frequent changes in the job description to improve the search outcomes, plays an active role in targeting promising applicants, and even helps organizations to project an image of being innovative that ultimately influence application and acceptance intentions (Autor, 2001;Cappelli & Wilk, 2003;Galanaki, 2002;Chapman & Webster, 2003;Nakamura et al, 2009;Brencic & Norris 2009;Brencic & Norris 2012).…”

Section: Social Networking Sites and Effective Recruitmentmentioning

confidence: 99%

HR Personnels Perception for the Importance and Success of Social Networking Sites Integration in Recruitment

Ezam¹,

Ahmad²,

Jalbani³

2018

IJELCS

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Today in the period of globalization when everybody and everything appears to be associated over the globe through the progressive improvement in the f ield of information technology. In the present-day business world, the utilization of the Internet has turned into an integrated and fundamental tool. Consistently an ever-increasing number of organizations arrive at the digital or virtual sphere by making their organization LinkedIn prof ile, Twitter account, as well as a Facebook page. The purposive, nonprobability sampling technique utilized for the current study. The sample of 203 Human Resource personnel selected from private and public limited companies. All of the HR personnel 's are serving in Karachi based private and public limited companies. All respondents are power users of Social Networking Sites in the recruitment process as well as the traditional recruitment process as predef ined criteria of the study. The benef icial aspects are found out by this inquiry which may lead the awareness among HR personnel 's and companies as well that the most worthy sites for the recruitment practice are LinkedIn, Indeed.com, Rozee.pk, and Facebook.

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“…Brencic and Norris (, ) are among the few researchers to have studied online employer search, and they found that most employers do not modify salary offerings or job requirements in the advertisements they post on online job boards. Employers who need to fill their vacancies immediately tend to specify fewer job requirements, provide more information about the job and remove vacancies more quickly from the job boards.…”

Section: Recruitment Channels and Employer Searchmentioning

confidence: 99%

“…Another under‐researched area is the role of the Internet in recruiting. Among the few studies on online employer search, Brencic and Norris (, ) found that employers who have to fill vacancies immediately specify fewer job requirements, provide more information about the job and are quicker to remove vacancy announcements from recruitment websites. Additionally, most employers do not modify the salary or job requirements posted in their online advertisements despite the high costs of continuing their search.…”

Section: Introductionmentioning

confidence: 99%