Recruiting Tools in the Digital Age and Factors Affecting Job Seekers' Intention to Use Them”. Choosing the right people has the most vital impact on an organization's performance, through the fulfillment of its mission, as people's knowledge, skills and experience are key assets. The main objective and aim of this study is, after discussing the impact of adopting online recruitment tools on attracting and hiring talented employees, to assess the reasons that lead potential candidates to use digital recruitment channels, exploring the factors that form the applicants. the intention to prefer digital recruitment, instead of other means of recruitment.
Relevant literature on e-recruitment was reviewed and a questionnaire was designed to collect data regarding applicants' intention to pursue a job through various recruitment channels. The findings showed that, mainly, the perceived usefulness of digital recruitment tools is significantly related to their intention to use them. The variance of the demographic characteristics of the applicants was tested and found to have no statistically significant differences.
The research results suggest that we should make good use of the opportunities offered by the benefits of information technology and continue to improve its application in the recruitment process, improving tools and productivity for job seekers.
Introduction
If the effectiveness of digital recruitment means depends on the ability of organizations to attract the most talented candidates (Williamson, Lepak, & King, 2003), understanding the factors that influence job seekers' preference for online job application should become a priority (Maurer & Lui, 2007). Thus, by studying the motivations of job seekers, organizations will understand what drives them to interact with each of the various recruitment channels and be able to use the technology tools available more effectively. What are the factors influencing job seekers' intention to use digital recruitment methods.
The theoretical framework presented through the literature review will help answer the research questions, along with the quantitative analysis of the data collected through the questionnaire. A number of limitations were identified in this study that may have affected the validity of the results. Chapter 3 consists of the research methodology and details the model used in this research along with data processing.
The results of the study will be demonstrated in Chapter 4, while Chapter 5 will include a discussion of concluding remarks and suggestions.
Literature Review
- Human Resources Management
- Recruitment
- Digital Recruitment
- Why Organizations Use Digital Recruitment?
- Cost-effectiveness
- Efficiency
- Improved Information Sharing
- Lack of Boundaries
- Limitations of Digital Recruitment
- Quality of Applications
- Potential Discrimination
- Confidentiality
- Personal Interaction
- Position-specific Recruitment
- Factors affecting the use of Digital Recruitment by job seekers
- Technology Acceptance Model
- Theory of Planned Behavior
- Proposed Model
- Dependent Variable
- Independent Variables
There are some generally accepted advantages and disadvantages in the relevant literature regarding organizations that use digital recruitment tools. The framework for the research of this study will consist of a combination of the two models mentioned above, the Technology Acceptance Model and Theory of Planned Behavior, to investigate the factors that influence job seekers' intention to use digital recruitment resources to use. Kashi and Zheng conducted a study in Iran in 2013 on job seekers' intention to use digital recruitment when applying for a job opening, using a modified Technology Acceptance Model, analyzing data collected from 332 applicants.
Lin's (2010) study also found that Perceived Usefulness had a significant effect on intention to use digital recruitment. There is a significant relationship between perceived usefulness and effectiveness with jobseekers' intention to use funds for digital recruitment. There is a significant correlation between perceived ease of use with job seekers. intention to use Means of Digital Recruitment.
In addition, a modified theory of planned behavior will be used to identify the third determinant of job seekers' intention to use digital recruitment. H3: There is a significant relationship between prior experience and job seekers' intention to use digital recruitment tools. H4: There is a significant relationship between perceived ease of use, perceived usefulness and prior experience with job seekers' intention to use digital recruitment tools.
Research Methodology
Research Objective
Research Design
- Questionnaire
- Preliminary Testing
- Sample
Research studies enable the discovery of the actual situation and offer different approaches to the problem. Often this kind of research shows flexibility, but nevertheless needs a specific focus and direction. On the other hand, a deductive approach is a characteristic of quantitative research, which is a systematic analysis using measurable data that follows statistical or mathematical procedures.
The analysis of the collected data leads to conclusions with the aim of improving existing knowledge on the subject. Primary data is original information accumulated directly by using methods such as observation, interview or questionnaire, specially designed for the respective study. The questionnaire is a research tool designed to obtain primary data suitable for statistical analysis.
Questionnaires are widely used in social research, and their proper design is the basic requirement for the reliability of the research analysis results. The survey must be interesting and motivating for the respondent by enabling him/her to answer quickly and accurately. The relevant literature reviewed was used to guide the design of the questionnaire and questions were designed to meet the objectives of this study.
The questionnaire, which is analytically presented on Appendix A, consisted of 4 parts, as well as an introductory text that informs the respondents of the name of the researcher and the purpose of the investigation, the anonymity as well as the confidentiality of the answers. The third and fourth part of the questionnaire contains questions that refer to the perceived characteristics of the different methods of recruitment, the respondents' previous experience, as well as their intention for future use. Before its final distribution, the questionnaire was sent to four different people to check the clarity and understanding of the questions, identify any omissions or errors and confirm the time required for completion.
The target group of the survey was potential job applicants, and a non-probability sample was preferred as it would not be feasible to calculate the probability of selecting a specific respondent's profile. Non-probability sampling has the advantage of being quick and cheap to implement, while the main disadvantage of non-probability sampling is that it is likely to be biased, meaning that the units sampled do not accurately reflect the characteristics of the population as a whole (Daniels et al., 2019).
Results
- Descriptive Statistics
- Demographics
- Job-related Characteristics
- Reliability Analysis
- Assumptions
- Intercorrelations
- Regression Analysis
- Hypothesis 1
- Hypothesis 2
- Hypothesis 3
- Hypothesis 4
- Discussion on the findings
ITU: Intention to Use, PU: Perceived Usefulness, PEOU: Perceived Ease of Use, PREX: Prior Experience Table 4.12: Intercorrelation Matrix (Source: Author). The factor Perceived Ease of Use demonstrates a significant relationship with Intention to Use with correlation factor r=0.205, indicating a weak correlation. The aim is to determine whether a high level of perceived usefulness will positively influence the intention to use.
The low p-value (0.000) indicates that the alternative hypothesis is accepted. Thus, there is a statistically significant relationship between perceived usefulness and job seekers' intention to use digital recruitment tools, although the relationship between the demographic variables is not significant. . The second hypothesis examines the existence of a relationship between the perceived ease of using digital recruitment tools and the intention to actually use them. The low p-value (0.000) indicates that the alternative hypothesis is accepted. Thus, there is a statistically significant relationship between perceived ease of use and job seekers' intention to use digital recruitment tools.
The third hypothesis examines the relationship between previous experience of using digital recruitment tools and the intention to actually use them. Therefore H3: There is a significant correlation between previous experience and the job seeker's intention to use funds for digital recruitment. The p-value (0.467) indicates that the alternative hypothesis is rejected, and thus there is no statistically significant relationship between previous experience and the job seeker's intention to use Means of Digital Recruitment.
This means that a positive past experience with digital recruitment will not affect job seekers' intention to use it again. Finally, the fourth hypothesis investigates the relationship between all independent variables and the intention to use digital recruitment tools. The aim is to determine whether higher levels of perceived usefulness, perceived ease of use, and prior experience will cause increased intention to use.
H4: There is a significant correlation between perceived usability, perceived ease of use and previous experience, with the job seeker's intention to use funds for digital recruitment. The regression analysis results showed that there is a strong statistically significant and positive correlation between Perceived Usefulness and the intention to use funds for digital recruitment. The results of this research could not prove a significant relationship between previous experience and intention to use digital recruitment.
Finally, none of the demographic variables appeared to be significantly related to intention to use digital recruitment.
Conclusion
Practical Implications
Theoretical Implications
Despite the fact that Høie et al. 2010) recognized the potential moderating influence of prior experience on behavioral intention, this was not confirmed by this study, possibly due to the fact that job search is a dynamic process (Fort et al., 2015).
Limitations and Future Research
Recent studies on the intention to use new technologies have proposed some constructs regarding behavioral intention to use and actual use of the new technologies (Teo and Milutinovic, 2015; Joo et al., 2018). Finally, regarding the demographics, as well as the job characteristics, further research is recommended as they may be moderators, in terms of specific job fields or job titles in the context of digital recruitment. Although there has been some research that suggests that managerial and non-technical job positions are recruited to a large extent through digital means (Bartram, 2000), the efficiency between the different fields may appear to be a moderator of the applicants 's intention.
An extended version of the theory of planned behavior: Predicting intentions to quit smoking using past behavior as a moderator. Factors influencing preservice teachers' intention to use technology: TPACK, teacher self-efficacy, and technology acceptance model. The applicability of the extended theory of planned behavior in predicting job seekers' intentions to use job search websites.
Modeling intention to use technology for teaching mathematics among pre-service teachers in Serbia. Determinants of perceived ease of use: integration of control, intrinsic motivation, and emotion in the technology acceptance model. Predicting breakfast consumption: An application of the theory of planned behavior and investigation of past behavior and executive function.
Intention to use an e-recruitment system: Empirical evidence of job seekers in the advertising industry in Malaysia.