Does electronic word-of-mouth influence e-recruitment adoption? A mediation analysis using the PLS-SEM approach

Abstract

Purpose E-recruiting has been a powerful tool for reaching the majority of job applicants around the world. Even though, previous literature has scarcely shed light on the factors responsible for the adoption of e-recruitment among job candidates. Originated from the technology acceptance model (TAM), this study aims to empirically examine the influence of online word-of-mouth in shaping job-seekers’ intentions for using e-recruitment websites. Design/methodology/approach A Google Docs-based online questionnaire was distributed via social media, LinkedIn and email to 740 participants, out of which 397 final responses were received. The partial least squares structural equation modeling using SmartPLS 3 was applied for evaluating the theoretical model. Findings This study empirically indicated that electronic word-of-mouth (eWOM) has a significant impact on perceived usefulness (PU), perceived ease of use (PEOU) and attitude. Whereas, PU and attitude fully mediate the relationship between eWOM and behavioral intentions (BI) of job-seekers towards e-recruitment. Practical implications This research contributes to the understanding of the relevance of eWOM in e-recruitment adoption. eWOM provides job-related information that plays a significant role in the usage of online recruitment systems such as LinkedIn, job portals and company websites. This study offered a valuable contribution to the existing body of literature on e-recruitment, developers and Web-based hiring service providers. Originality/value This investigation was the first attempt in the e-recruitment literature to explore the influence of eWOM on job-seekers’ intentions to adopt online recruitment platforms, including the mediating role of PU, PEOU and attitude in the association between eWOM and BI.