E‐recruitment service providers review. International and Malaysian
| DOI | https://doi.org/10.1108/01425450510569337 |
| Date | 01 February 2005 |
| Published date | 01 February 2005 |
| Pages | 103-117 |
| Author | David Yoon Kin Tong,C.N Sivanand |
| Subject Matter | HR & organizational behaviour |
YOUNG RESEARCHER
E-recruitment service providers
review
International and Malaysian
David Yoon Kin Tong and C.N Sivanand
Faculty of Business and Law, Multimedia University, Melaka, Malaysia
Abstract
Purpose – Aims to review e-recruiters’ web site platform features and tools that are designed to
facilitate job seekers’ job applications. Also intends to elucidate the financial performance of two
international and two Malaysian e-recruiters.
Design/methodology/approach – Discusses and compares three international (Monster.com,
CareerBuilder.com, and HotJobs.com) and three Malaysian (JobStreet.com, JobLinkAsia.com, and
JobDB.com) e-recruiters’ backgrounds and initiatives. Presents the e-recruiters’ and online platforms,
their current practices and overall strategies and financial performances.
Findings – Observes that the e-recruiters’ revenues are growing rapidly while profits are still elusive.
Originality/value – Presents an overview of e-recruitment service providers, both international and
malaysian.
Keywords Recruitment,Financial performance, Nationalization, Internationalorganizations, Malaysia
Paper type Case study
Introduction
As global competition persists and industries become more skill intensive, the demand
for talent or knowledge based workers with the capacity to be creative and innovative
is escalating. In the light of this fact, it has become essential for the companies to adopt
sophisticated recruitment and selection strategies to get the right employee at the right
time. The traditional recruitment procedures are not coping up with the industry
requirements especi ally in selecting the righ t candidate quicker. Even tually,
e-recruitment emerged as handy and advantageous method over traditional
methods. E-recruitment, as business activity, is fast growing globally and is worth
billion of a Ringgits Malaysia annually. In early 2000, the dot-com shakeout did not
affect all the internet businesses. According to the US recruiting consulting firm,
Internet Business Network, the number of world wide web sites containing job listings
exploded from 500 to 20,000. The number of re
´sume
´s posted on the e-recruitment web
sites also grew from 100,000 in 1995 to 2.5 million in 1998. Where potential employees
flock, there companies follow. By the middle of this decade, Forrester Research
estimates that 124,000 firms will be recruiting online (Harvard Management Update,
2000). Further, Forrester Research forecasts that e-recruitment revenue will grow from
about $600 million today to $7 billion in 2005, but the revenue will be spread among
only a fewer sites (Murphy, 2000).
Changing recruitment and selection strategies require capitalising on technology.
Cappelli (2001) states that with the presence of online hiring (e-recruitment) in the
The Emerald Research Register for this journal is available at The current issue and full text archive of this journal is available at
www.emeraldinsight.com/researchregister www.emeraldinsight.com/0142-5455.htm
E-recruitment
service providers
103
Received March 2004
Revised July 2004
Accepted July 2004
Employee Relations
Vol. 27 No. 1, 2005
pp. 103-117
qEmerald Group Publishing Limited
0142-5455
DOI 10.1108/01425450510569337
To continue reading
Request your trial