dvantage, as is consistent with the resource-based view (Barney, 1991;
Wright and McMahon, 1992; Barney and Wright, 1998).
Labour market shortages and recruitment difficulties have led to a more
competitive recruitment market in the last decade. Lievens et al. (2002) asserted that
the ‘war for talent’ meant that the emphasis in organisations moved from the
selection to the attraction of employees. Indeed, the Chartered Institute of Personnel
and Development (CIPD) (2007) reported that 84 per cent of organisations
experienced recruitment difficulties, indicating the continuing tight labour market
conditions and the need to choose appropriate ways to access labour markets. The
already extensive range of recruitment techniques available to organisations has
been augmented further with the development of technologies such as Internet
recruitment.
The use of online recruitment has grown rapidly over the past 10 years, and the
Internet is now a widely adopted medium by both recruiters and job seekers within
the UK and across the world. Arthur (2001) found that 96 per cent of US companies
were online, https://www.51lunwen.org/liuxuelunwendx/with spending on electronic
advertising expected to rise from $48 million
in 2001 to $460 million by 2006. More recently, Cober and Brown (2006) found that 50
per cent of new hires in the USA were from online sources. In the UK, online
recruitment has become popular for both organisations and candidates. For instance,
the CIPD (2006) found that 64 per cent of UK organisations used e-recruitment,
suggesting that the growth of the Internet as a recruitment tool has been considerable.
In the USA, at least, online recruitment has begun to displace other more
traditional recruitment methods. Feldman and Klaas (2002) have described how the
Internet is ‘clearly beginning to cut into other types of employment advertising
revenues’ (p. 2) such as newspaper advertising and headhunters. Boehle (2000) and
Quick (1998) suggested that expenditure on newspaper advertising and headhunter
retainer fees have dropped 20 per cent in the USA as spending on Internet
recruitment has increased.
Despite the reported growth of the use of Internet recruitment, academic research
regarding this topic in the UK is relatively sparse. Bartram (2000) noted that, https://www.51lunwen.org/liuxuelunwendx/‘The
topic of study is relatively new. As a consequence there has been little time for
research to have been carried out and found its way into the literature. A search of
PsychLit for papers concerned with the Internet and . . . recruitment found nothing’
(p. 261). The situation has changed very little since Bartram’s article, with the
majority of academic interest in online recruitment being from the candidate’s
perspective rather than the employer’s. Our study will attempt to address this gap.
As previous empirical research in this area is so limited, we will adopt an
exploratory approach and will therefore seek to answer broad research questions
rather than to prove hypotheses. Given the absence of longitudinal studies following
the organisational use of Internet recruitment, we undertook a longitudinal survey
over a period of six years so that trends in the use of Internet recruitment could be
analysed. We believe these to be critical years, from 1999 to 2006, when the Internet
became a popular means to communicate and
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