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ABSTRACT
In the digitalization era, online recruitment became a trend, and the job boards became a very used method by both organizations and job seekers. Online recruitment brings numerous advantages, but also bears some risks, as noted by the users in the sample of this study. The purpose of the paper is to examine applicants' perceptions on job boards and to identify how they influence their intentions to apply for a job by using these recruitment websites. To achieve our goal, we conducted a survey based on a self-assisted web questionnaire. The respondents were recent business graduates, at bachelor or master level, who were searching online for a job.
The results showed positive reactions of the job applicants to online recruitment by means of job boards. Our results revealed the main variables influencing the job seekers' overall perception toward job boards: information timeliness, perceived privacy risk, and information relevance. On the other hand, the primary variables that control applicants' intention to apply for a vacant position posted on job boards were: information accuracy, information timeliness, and perceived privacy risk.
Keywords: perception, intention, job boards.
JEL classification: M50.
1. Introduction
Advances in technology have transformed the way recruitment can be handled, and the past decade revealed a marked trend toward Internet-based recruitment (Anderson, 2003). Therefore, organizations are forced to search for innovative and efficient methods for attracting high-quality candidates. The internet offers such opportunity with advantages for both sides: recruiters and job seekers. Moreover, researchers and practitioners recognize the need to understand the manner in which applicants are attracted to organizations and jobs (Lievens et al., 2002).
The article is structured as it follows. The paper starts with a literature review on the online recruitment and emphasizes the factors that influence applicants' perception on online recruitment, particularly job boards, and identifies their intention to apply. This is followed by the hypotheses statement. We then discuss the research methodology, followed by the results of the empirical study. The discussions are presented, followed by the conclusions of our study.
2. Conceptual background
2.1. Online recruitment defined
The recruitment represents the process and practices implemented by the organization aiming to identify and attract potential employees (Breaugh and Starke, 2000).
Online recruitment uses the World Wide Web and...