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As for the main purpose of this research, the degree of the attraction for each predictable variable will be studied in depth, together with their relationship with the 'E-recruitment's Effectiveness' as the only dependent variable within this study.

1.2 研究难题——1.2 Research Problem

'E-recruitment' is a relatively new concept, which the article on the topic first appearing in mid 1980s (Casper, 1985). As the result, the researches and studies on the e-recruitment are found to be relatively low in number. However, according to the research on organisational choice, researches have concluded that a job seeker's attention about his compatibility with a job position, or his perceptions of the capacity of an organisation to become a future employer, is affecting their attraction to apply for a particular job vacancies (Fisher et al., 1979; Highhouse, Lievens, & Sinar, 2003).

Since that e-recruiting is a relatively newly recruitment source, but at the same time it is also an unavoidable method of recruitment to be adopted by the organisations, regardless their nature of businesses, sizes, and organisational structures. Hence, a detailed study within the attraction of each predictable variable is essential in order to establish an effective e-recruitment system. In conjunction, this research is aim to study the attraction within the five predictable variables, namely: adaptability of hiring time cycle, accessibility of information, accessibility of Internet, usability of website, and cost effective, as well as their relationship with e-recruitment's effectiveness.

Over the past decade, several empirical studies had been undertaken by researchers to assess e-recruitment, but with the findings provided very little evidence to conclude that e-recruitment attracts more quality applicants than traditional methods of recruitment (Breaugh, Greising, Taggart, & Chen, 2003). However, according to Recruitersnetwork.com (2001), out of 400 poll participants, 46% of the total recruiters concluded that e-recruitment was the most effective way to get the best applicants and the most hires.

Another research that exanimate the impact on job information on applicants decisions to apply for a job, was able to support the premise that suggested the accessibility of information, regardless formal or informal, leads to better job satisfaction, retention, and performance (O'Reilly, Chatman, & Caldwell, 1991). As the result, accessibility of information wills definitely impacting the attraction of job seekers to apply their jobs online.

Besides, according to a study on how content and form on website influence the intentions for job seekers to apply, Marcel, Martin, and Willemijn (2008) were able to support Cober et al. (2004) findings by proven the web site's content and style are important precursors of organisational attraction. In addiction, the average cost of hiring an employee via the Internet is USD183, compare with the average cost of hiring an employee via traditional methods is USD 1383 (Forrester Research, 2003). As for job seekers, the cost to search and apply for job online is nearly zero, which is much cheaper than the traditional ways of job's application.

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