Article Preview
TopIntroduction
The internet has exceedingly contributed to changing the methods used for recruiting workers in organizations, especially the traditional ones, it also used by job seekers to search for jobs. Searching for a job via the internet has become an effective and attractive way, as by using e-recruitment, job seekers can gather more information related to the job and the organization (Moghaddam et al., 2013). (Allen et al., 2007) also indicated that the recruitment process includes: attracting job seekers, preserving the interest of the applicant for the job and finally influencing the choice of a job.
Job seekers attitudes’ affected to a massive degree by the information provided about the organization and job on the web. Attracting qualified job seekers is the main goal of human resources management, which is what e-recruitment achieves. It also would help in evaluating and selecting the best applicants for work in the organization, as all organizations either Profit or non-profit want to attract talented job seekers (Moghaddam et al., 2015).
The quality of the technology also plays a significant role in e-recruitment, so to make the recruitment process effective, it must be user-friendly. Therefore, the focus when companies use e-recruitment must be on the usability factor so that applicants with different technical skills can readily obtain information (Alateyah, 2018). Likewise, the success of recruitment in any organization can measure by the attractiveness of the organization or job, job search and selection (Brouer et al., 2015).
In this context, (Brouer et al., 2015) also mentioned that the reputation and attractiveness of the organization affect its potential applicants (job seekers). It should note that attracting qualified job seekers increases the number of talented applicants that the organization can choose from, which may improve the chances of recruiting qualified employees (Williamson et al., 2010). Therefore, e-recruitment is gaining increasing importance over time (Brandão et al., 2019) which requires further studies to identify all aspects related to this concept.
It is evident from the above that e-recruitment has become a vital and essential practice for organizations in the past two decades, as the organization’s official websites, online business platforms and social media networks have recently used for this purpose (Acikgoz, 2019). Therefore, e-recruitment is part of the Electronic Human Resources Management (EHRM), and there are also a set of factors that affect the success of e-recruitment, including technological development, recruitment sources, and its importance. Accordingly, it is necessary to define the determinants of electronic recruitment, in addition to determining the benefit of electronic recruitment practices in attracting the human element to organizations, as many organizations nowadays use Internet methods to attract talented human resources, and also organizations are affected by many factors that encourage the transition from The traditional recruitment process to the online recruitment process to develop online recruitment programs that will facilitate the fast and accurate selection of qualified applicants and their impact on the attractiveness of the organization and its attractiveness to job seekers. Several researchers have indicated the need for more research dealing with e-recruitment from the perspective of job seekers, which represents a research gap that must be studied (Jasson, 2016) besides the lack of research addressing the determinants of e-recruitment (Alateyah, 2018). So this paper problem can crystallize in the following question: What is the nature of the relationship between e-recruitment determinants and organization attractiveness? Besides exploring the role of attitude towards using e-recruitment as an explanatory/mediating variable.