Job seekers satisfy or dissatisfy with the existing electronic recruitment: A theoretical and empirical investigation

Abstract

AbstractThis study aims to fill the gap by identifying factors and their effects on job seekers’ satisfaction with existing e-recruitment systems. A longitudinal cohort research design was employed for the study. Semi-structured interviews and a survey questionnaire were used as research instruments. Two hundred sixty-five job seekers (265) and seven human resource staff were purposively sampled for the study. The human resource staff answered the interview questions while the job seekers responded to the survey questionnaire. The finding indicates that factors affecting job seekers’ satisfaction with the e-recruitment systems are expectation, performance, perceived e-recruitment fraud, and e-recruitment brand quality. More so, the finding reveals that expectation, perceived performance, and confirmation are positively associated with the satisfaction of e-recruitment systems. On the contrary, perceived e-recruitment fraud is negatively associated with confirmation and consequently affects job seekers’ e-recruitment satisfaction. Surprisingly, another finding shows that jobseekers are dissatisfied with the existing e-recruitment because their expectations and perceived e-recruitment fraud are higher than the perceived performance of the existing e-recruitment systems. These findings have several implications for policy and recommendations for various levels of stakeholders focusing on e-recruitment systems. Detailed results of theoretical contribution and policy implications are discussed.

Keywords

• Existing e-recruitment system
• Expectancy Confirmation Theory
• perceived e-recruitment fraud and e-recruitment brand quality
• job seekers
• satisfaction or dissatisfaction