Key points are not available for this paper at this time.
Abstract Purpose – The purpose of this paper is to examine the employed jobseekers' perceptions and behaviours of third‐party e‐recruitment technology adoption in Malaysia. Design/methodology/approach – Using the validated modified Technology Acceptance Model (TAM) without the attitude construct as the core research framework and identifying Perceived Privacy Risk (PPR), Performance Expectancy (PE), Application‐Specific Self‐Efficacy (ASSE), and Perceived Stress (PS) as key external variables that form the research model for the study of e‐recruitment technology adoption. Findings – The results identify few key determinants to this technology adoption. Moreover, the weak evidence of the behavioural intention indicates that e‐recruitment has not replaced some of the conventional recruitment methods. Practical implications – The study implies that the third party e‐recruiters' policy makers and human resources practitioners need to improve the e‐recruitment system and services to attract these "passive" talented groups of candidates for employment. Originality/value – The paper provides an insight for human resources practitioners on the effective use of third‐party e‐recruitment service provider and the strategy to attract employed jobseekers for employment.
David Yoon Kin Tong (Sat,) studied this question.