The Application of E-recruitment by Job Seekers and the Impact of Perceived Values in Nepal

Abstract

The traditional job search process has changed with the introduction of e-recruitment platforms, which provide job seekers with increased accessibility and convenience. Determining determinants that impact job searchers' intent to employ e-platforms to improve recruiting procedures and organizational efficacy is important. By analyzing the relationship between usability, performance expectancy, subjective norms, and trustworthiness and measuring their combined influence on job seekers' intentions to use e-recruitment platforms, this study aimed to explore the significant factors influencing job seekers' intention to use online job portals. A quantitative method was used, and 385 job searchers in Nepal were surveyed. The data was analyzed by multiple regression analysis, Pearson correlation analysis, validity and reliability tests, and descriptive statistics. The study found that the intentions of job searchers towards e-recruitment were significantly positively correlated with usability, performance expectancy, subjective norms, and trustworthiness. A regression study showed that these parameters, with performance expectancy having the most influence, significantly impacted job seekers' usage of e-recruitment platforms. While HR managers should concentrate on improving communication methods and investing in employee training to generate a more engaging and userfriendly recruitment process, policymakers should prioritize efforts targeted at improving the 
accessibility and usability of e-recruitment platforms. Future studies should examine longitudinal and cross-cultural differences in how job seekers see and use e-recruitment platforms to enhance recruiting procedures.