Date of Conferral
E-recruitment, an Internet-based approach for recruitment, has been shown to be an efficient method for organizations to reach a target candidate population. However, challenges with recruitment websites have resulted in high rates of job seekers abandoning an online application before completion. A quantitative meta-analytic review of literature from 2009 to 2019 was conducted to determine the relationship between applicant user experience (UX) when interacting with an organization’s e-recruitment website, applicant perceptions of the hiring organization, and applicant behaviors related to pursuing employment. The review initially considered 105 candidate articles, of which 41 were consider after applying initial inclusions criteria. After the final review, the meta-analysis subsequently included 8 articles (N = 3448) to investigate the relationship between applicant UX and applicant perception and including 6 articles (N = 1274) to investigate the relationship between applicant UX and applicant behavior. The results revealed that the weighted average effect size for applicant perception was r* = 0.441 (SE = 0.019), with a significant z score (z = 7.565, p < .05). The weighted average effect size for applicant behavior was r* = 0.413 (SE = 0.215), with a significant z score (z = 1.993, p <.05). For both applicant perception and applicant behavior, the correlation between effect sizes across studies was medium to large and statistically significant. Implications for positive social change include reductions in recruitment related costs, improvements to employer branding, increases in job seekers finding employment, and improvements in the overall candidate experience.
Mooney, Diem J., "A Meta-Analysis of E-Recruitment Applicant Experience, Perception, and Behavior" (2020). Walden Dissertations and Doctoral Studies. 8761.