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onsideration about their value and compensation level before submitting application to any job opening. As for recruiters, they are able to customise the most competitive compensation packages to job seekers, by simply referring on such salary and compensation reports.

Generally, it is clear that organisations has been driven by e-recruitment to redesign their recruiting processes and to switch timely to standardized frameworks for key personnel processes that are able to be generated by web-based integrated human resource management systems (Cullen, 2001). As the result, it is critically important to study the predictable variables, which might influence the e-recruitment's effectiveness in attracting the potential job seekers. Such predictable variables are adaptability of hiring time cycle, accessibility of information, accessibility of Internet, usability of website, and cost effective.

Basically, job seekers feel it extremely easy for them to apply a job via e-recruitment due to the adaptability of hiring time cycle. Without e-recruitment, job seekers might be facing a lot of problems in meeting the hiring time cycle, such as time period required to prepare the application form, obtain the verification materials, and develope their CVs. Also, the delivery period needed for application to be posted and reaching the recruiters. As well as, the possible unforeseen circumstances that might be causing the application could not be reached on time.

Besides, the job's information provided via traditional recruitment method is often limited for proper decision making of job seekers. Normally, the only job information to be passed by traditional recruitment method is focusing on the particular job opening requirements, and is often with very limited or without any information regarding the organisation's background and cultures. However, with the adoption of e-recruitment, job seekers will have the much higher possibility to access to any information needed by them for consideration, before they make their decision in which job or which organisation to apply with.

Moreover, with the advancement in Internet technology, accessibility to the Internet is becoming much easier and much affordable regardless where you are. According to Malaysian Communications and Multimedia Commission (MCMC) (Q4, 2010), Malaysia has approximately 55.6% of the households are with Internet broadband subscriptions. The rate is believed to be increasing from time to time, under the Malaysia's National Broadband Initiative (NBI) plan. Such figure could be the solid evidence to show that the accessibility to the Internet is getting much easier and much affordable than before. By utilising the Internet facilities, e-recruitment has enabled the job application process to be done anytime, anywhere, without proper working hours and working locations' limitations.

In addiction, the various website features, such as the search functions, sorting functions, editing tools, the save for editing options, and the click to apply tools, are all contributing to the ease of application procedures for job seekers. These enable the job seekers to prepare their applications and CVs online, by simply click on few buttons and type in the details information to generate CVs virtually without any cost. Hence, deliver the application via e-mail or online portals with free of charges. Therefore, it is believed that job seekers wi本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。