Let’s talk about: E-recruitment Model

What is a model?

The question might sound like a stupid one and might have different meanings depending on what you are basing the concept of a model.  Business Dictionary (www.businessdictionary.com) argues that a model is a: graphical, physical, symbolic or verbal version of an idea, concept, method, organization or phenomenon (all of course from the business side of the meaning).  Now, I’m defining the word model  because before I begin talking about the new e-recruitment model is important that we know how to interpret it. We must know that it represents an idea or concept through a graphical method in which it will help us understand. It does not mean that this model is entirely true and one that we should input right away.

E-recruitment has also a model, one that Steven D. Maurer and Yuping Liu (2007) state that helps depict the basic factors that need to be considered when creating a virtual recruitment environment and the effects it has in the applicant’s.  But first let’s talk about what is a virtual recruitment environment. A virtual recruitment environment is the space that allows job applicants and recruiters to interact. These environments range from sophisticated to simple bulletin boards that explain dimly the process, which might turn to not having any kind of interaction at all between the applicants and recruiters, as Maurer and Liu (2007) support. This of course creates a problem because the company that’s recruiting might not get a full list of applicants. But if a company creates a good virtual recruiting environment the pool of applicants might widen to international waters.  Therefore the importance of creating a nurturing virtual recruiting environment should be imperative to all companies. A virtual recruitment environment is defined by the composition of the aesthetic, informational and process characteristics of a website where a company is providing career information and soliciting job applicants (Maurer and Liu, 2007).  It is no secret that the platform where these connections and interactions can happen is through a website or app which is why in Figure 1 there are three areas that fall under e-recruiting website.  

E-recruitement model
Now let’s talk about the consumer characteristic.  Maurer and Liu (2007) argue that consumer characteristics is the process in which the focus of e-recruitment has to be to target the audience of job seekers who most likely possess the skills needed to take the job. This is done by creating a platform where the applicants feel motivated to read through all the requirements and use previous experiences to access the position. They also argue that because studies show that prior knowledge of the company affects the decision making, it is important to give out a path for the applicants to know about the company when applying. These characteristic fall into the “consumer characteristics” because it is the first step in e-recruitment. The first step is equal as trying to market out a product: you have to find the ways for the product to be advertised properly and at the same time the audience has to be educated into what the product is. The same goes for the e-recruitment process in the model.

The second step, which is Influence Route Emphasis is taken from Elaboration Likelihood Model of persuasive communication which aims at documenting the consumer behavior and marketing communication media (Maurer and Liu, 2007). In this step the “Central Processing” aims at the credibility and general quality of a specific product. In marketing for consuming this messaging process of central “cues” dictates a decision making process based on the credibility and quality of the product. The same can be seen for companies that are offering a job position. The credibility and quality of the company will most likely affect the decision making process which is why the company needs to have a positive feedback online. The “Peripheral processing” the decision making process depends more on the emotional responses we have to the peripheral “cues” which are:  music, visual layout, images, etc. What this means is basically that if the website doesn’t have a good visual layout and good company representation, the decision making process of the applicants will be a poor one, ending with having a few applicants of which one or none might be the right candidate for the position (Maurer and Liu, 2007).

Our third process or step which is “Sources Features” aims at the information that the applicants are being provided with, the content of the information, the interaction they can have while applying and the extent to which it provides a vivid sensory information. All which is based on the central or peripheral processes, Maurer and Liu (2007) argue. Our last step Maurer and Liu  (2007) argue that the recruitment source should affect the potential applicants to extend their search capital in order to obtain an available job. What this means is that the steps mentioned above should directly affect the decision making process of every applicant to search within the company’s boundaries to find job positions that best fit their criteria. This creates a positive virtual recruiting environment because the company is not only educating the applicants but they are directing them to apply based on factors that create a positive environment.
Now tell me: what do you think about this model? Do you believe this is a great model that companies should follow? Does it proves all points of job searching? Share with me your experience. I want to hear from you, don’t be shy!

⇒⇒⇒Want to know more? Here, follow my references!⇐⇐⇐

Maurer, S. D., & Liu, Y. (2007). Developing effective e-recruiting websites: Insights for managers from marketers. Business Horizons, 50305-314. 

Picture from: Pixabay©

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