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During the last two decades, we saw rapid growth in the use of online recruitment, and this mode of recruitment witnessed the sudden transformation as a highly demanded platform for companies to get their workforce (Breaugh & Starke, 2000). It is also reported that e-recruitment has gained popularity amongst human resource managers during the last two decades (Braddy, Thompson, Wuensch, & Grossnickle, 2003; Pfieffelmann, Wagner, & Libkuman, 2010; Simon & Esteves, 2015). This surge in demand is due to the benefits it carries with respect to low-cost, shorter recruiting cycle time, better quality of response, and opportunity for global coverage regardless of employers’ physical location (Galanaki, 2002; Ensher, Nielson, & Grant-Vallone, 2003; Sylva & Mol, 2009). In support with this, a survey among 26,874 students and graduates in the North American, European, and Asian countries supported that 74% of job seekers use company-owned websites as a job search platform, and they also supported that this platform is one of the important sources of job-related information (Potentialpark, 2013; Simon & Esteves, 2015). Thus, in order to attract the potential job seekers, companies are trying to be creative and innovative not only in terms of the content of employment messages, but also in the way these messages are being transmitted to the potential applicants (Ensher et al., 2002; Van Birgelen, Wetzels, & van Dolen, 2008). Despite the widespread use and understanding that e-recruitment is one of the important areas which need focused attention, research pertaining to characteristics of e-recruitment websites and its impact on job seekers’ job pursuit and recommendation intention are relatively scant (Simon & Esteves, 2015). Moreover, past studies also supported that detailed efforts to address its (e-recruitment websites) effective deployment and performance measurement is needed (Cho, Lee, & Liu, 2011).