A Model of Public Sector E-Recruitment Adoption in a Time of Hyper Technological Change

Abstract

For the past two decades, governments at all levels have increasingly focused their human resources management efforts on developing effective e-recruitment and branding strategies in an environment of hyper technological change. For many public organizations, these efforts have centered on posting essential vacancy announcement information on their institutional employment web sites, but more technologically savvy organizations have rapidly begun to adopt multifaceted and innovative approaches to recruiting new employees through the use of Web 2.0 technologies and third-party e-recruitment networks. While there is a growing body of research documenting the increasing use of these new technologies in the public sector, this article seeks to add to the existing literature by proposing a typological framework of e-recruitment adoption and its impact, using the proposed framework to highlight the e-recruitment efforts of a select group of public employers and discussing the utilization of thirdparty e-recruitment technologies.

Conceptualizations of E-recruitment: A Literature Review and Analysis

“…E-recruitment as a Process E-recruitment is a set of systematic wellcoordinated activities. The activities are done by information technology or traditionally [25,[29][30][31][32][33][34][35][36][37] 4. E-recruitment as a Service a. E-recruitment as a Repository b. E-recruitment as a Medium c. E-recruitment as a Program (E-recruitment as an Implemented Algorithm) E-recruitment is a service to recruitment.…”

“…It cannot be entrusted to do all that is needed for successful recruitment, therefore it only provides certain functionalities a. E-recruitment provides storage facilities for recruitment data b. E-recruitment is a communications conduit between stakeholders in recruitment c. E-recruitment is a set of precise rules for solving a problem [7,38,39] a. [33,37,40] b. [31,[41][42][43][44] c. [23,25,35] 5.…”

“…Instead of focusing on entities, the process view of e-recruitment focuses on erecruitment activities [37]. There is no attempt to set boundaries between the IT artefact, society and organization, but activities are clearly identified and can be performed by either the IT artefact or by human actors.…”

“…Examples include e-recruitment being seen as data collection activity using an online system [33]. However recruitment activities can be performed by human actors too [37]. With the process view of erecruitment the end goal is the execution of all the recruitment activities.…”

“…Although e-recruitment as a medium improves communication speed it also comes with a downside, e.g. information overload [37]. E-recruitment as a program is a view that associates e-recruitment with calculations and logical interpretation and processing of data.…”