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Efficiency of Electronic Recruiting Methods

Efficiency of Electronic Recruiting Methods

Jonas F. Puck, Anda Paul
Copyright: © 2009 |Pages: 5
ISBN13: 9781599048833|ISBN10: 1599048833|EISBN13: 9781599048840
DOI: 10.4018/978-1-59904-883-3.ch040
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MLA

Puck, Jonas F., and Anda Paul. "Efficiency of Electronic Recruiting Methods." Encyclopedia of Human Resources Information Systems: Challenges in e-HRM, edited by Teresa Torres-Coronas and Mario Arias-Oliva, IGI Global, 2009, pp. 267-271. https://doi.org/10.4018/978-1-59904-883-3.ch040

APA

Puck, J. F. & Paul, A. (2009). Efficiency of Electronic Recruiting Methods. In T. Torres-Coronas & M. Arias-Oliva (Eds.), Encyclopedia of Human Resources Information Systems: Challenges in e-HRM (pp. 267-271). IGI Global. https://doi.org/10.4018/978-1-59904-883-3.ch040

Chicago

Puck, Jonas F., and Anda Paul. "Efficiency of Electronic Recruiting Methods." In Encyclopedia of Human Resources Information Systems: Challenges in e-HRM, edited by Teresa Torres-Coronas and Mario Arias-Oliva, 267-271. Hershey, PA: IGI Global, 2009. https://doi.org/10.4018/978-1-59904-883-3.ch040

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Abstract

The use of technology in personnel recruiting has increased tremendously within the last few years. In particular, the World Wide Web (www) has gained importance for human resource (HR) managers (see, for example, Puck, 2002). Different methods of ehuman resource management have been developed, among them electronic recruiting. According to Lee (2005), “e-recruiting is the second largest application in the e-commerce area” (p. 493). Anyhow, research results on electronic recruiting are relatively scarce and the existing studies are published in a number of different disciplines and publication types. Given both the relevance and the scarce results this chapter aims to review the existing studies and to summarize their findings. To do so, we explain the two major methods of electronic recruiting—internal corporate Web site recruiting and external online recruiting—and discuss their benefits and pitfalls from the perspective of employing companies. Finally, we present possible future developments in the field.

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