Abstract
This research is conducted to examine the factors that influence the behavioural intention of millienials in using SNS when seeking for a job. The data was collected from respondents who are from the generation Y demographic and actively looking for jobs. The respondents must possess some experience in using SNS when job hunting. The data was then gathered and analyzed using partial least square (PLS) which encompasses the measurement and structural models of the study. The findings revealed that three of the constructs as applied in TAM are statistically significant to behavioural intention. The three factors that influenced the job seekers’ intention to use SNSs as a job search tool are; perceived usefulness, perceived ease of use and privacy concerns. All these factors are elements which contribute to and have a significant relationship with job seekers’ intention to use SNSs, as verified using PLS data analysis. The recruiters or employers who intend to adopt SNSs in the recruitment process are advised to design the recruitment plan regarding the utilization of SNSs to be more convenient and user-friendly. This study provides insight and knowledge regarding the impact of technology in online job application and hiring processes.
Highlights
Recruitment is a crucia l component of the huma n resource ma na gement (HRM) depa rtment in a ny organization
Convergent validity describes the extent to which multiple items are capable of measuring the same concept
The eight items of behavioral intention (CR=0.891, average variance extracted (AVE)=0.541), four items of perceived ease of use (CR=0.808, AVE=0.517), four items of privacy concerns (CR=0.801, AVE=0.503), and four items of perceived usefulness (CR=0.891, AVE=0.541) all exhibit that the values of factor loading, composite reliability and AVE exceeded the acceptable values
Summary
Recruitment is a crucia l component of the huma n resource ma na gement (HRM) depa rtment in a ny organization. Recruitment involves seeking out, engaging and assessing potential employees suited to various roles within the organization. It is tremendously difficult to discover and obtain such candidates, and this requires huma n resource (HR) managers to apply different tactics in the efforts to recruit workers. These days, recruitment processes can be conducted conventionally or through e -recruitment systems, which function through informa tion technology tools. Conventiona l rec ruitment a pproa ches include putting advertisements in newspapers regarding vacant positions, utilizing executive search firms, and engaging recruitment agencies which refer relevant employees to the organization [1 -5]. The development of technology has enabled all these methods to be carried out via e-recruitment or other Internet-based job application services
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