2003 IMTA Proceedings - International Military Testing Association

their tests. However, job seekers or browsers are the users at the interface. They are the group
to which all efforts are targeted to encourage applications from those suitable to fill vacancies.
Thus, it makes sense that attempts are made to understand their perspective when it comes to
designing and applying Internet R&S systems. It is noted that the success of online
recruitment can be quite variable (Park, 2002). By considering the applicant population,
factors may emerge to help explain why consistency varies in the success of the new
technology to support e-recruitment and e-selection. Effective R&S systems (traditional or
electronic) rely on the calibre and number of applications made in the first instance. If esystems
do not appeal to or attract responses from potential new employees, then, at best, they
become a costly supplement to traditional methods, and, at worst, portray a negative image of
the organisation.
From the limited research that has considered the applicant user in the e-recruitment context,
some interesting findings have emerged. For example, in the UK, Foulis and Bozionelos
(2002) reported on the attitudes of a postgraduate group to Internet recruitment. Their findings
indicate that the perceived advantages of using the Internet for job search activities
outweighed the disadvantages. Key advantages were identified as: the completeness and
quality of the information provided; convenience and accessibility; and the speed of the
process. Some disadvantages included: restriction to certain employers and jobs; technical
difficulties; the Internet afforded a less direct approach; excessive amounts of information;
and length of time employers take to respond via email. Some concerns were expressed about
the opportunity for ‘cheating’, but student confidence in the systems was dependent on the
context. For example, the respondents had few concerns about sending their completed
application forms through the Internet, but they did have reservations about automated
screening. Interestingly, the students indicated that they wanted a choice of traditional and
electronic methods to support their job search activities. The quality of the website was also
found to have an impact on applicants’ perceptions of the organisation.
Also in the UK, a study by Price & Patterson (2003) questioned twenty undergraduates (21-26
years of age) about their e-application experiences and reported that nearly all participants had
a favourable attitude towards using the Internet in general. The researchers considered
accessibility to the Internet and found that the largest proportion of candidates had relatively
easy access to the Internet; being able to access the Internet at home or at the University. The
vast majority, however, opted for the cheaper option of accessing free facilities at the
University. Indeed, the issue of cost was raised by the respondents, as a factor that inhibited
their use of the Internet when they had to pay to use it, e.g. time online to complete
application forms.
Price et al’s interviewees reported a number of reactions that the researchers labelled
psychological processes. These included a concern for privacy and a greater desire for
support with online applications, e.g. feedback in the form of an acknowledgement of
application was considered essential. Finally, applicants felt that using the Internet
dehumanised the application process and also made it easier for individuals to exaggerate
their responses, be more casual and offer socially desirable responses.
Some usability issues were addressed by Price et al and whilst technology has evolved
considerably, users still experience technical problems that can affect their attitude. Some
practical preferences were identified. For example, respondents reported that they thought
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45 th Annual Conference of the International Military Testing Association
Pensacola, Florida, 3-6 November 2003