Executive Summary

The aim of paper is to study the future of online recruitment in Asia. We would
be talking about the necessary of online recruitment, structure of online
recruitment, reason, methods and limitation while the people consider
applying the job through Internet. Also, there are also identified in literature.
For furthers, I will explain the behaior of Asian when they seek a job. And I
will show the main consideration factors and method when Asian seek a job. I
will proide the literature for further explanations as well.
Impact of Online Recruitment on Recruitment Performance

!nterprises are always seeking experienced, "ualified and skilled potential
employees. They will try to find out those employees through recruitment.
Therefore, !nterprises are necessary to obtain the biggest and best pool of
candidates. Then they try to find out the finest candidates and hire them.
#ertainly, enterprises are necessary to design their recruitment procedure to
attract more potential applicants. $owadays, enterprises are using many
selection and recruitment method, included Internal %ecruitment and !xternal
%ecruitment.
With the recruitment process in the progress of science and technology has
become more elegant, refined and sophisticated. &any enterprises would like
to find out the prospectie and potential applicants through Internet.
%ecruiters are somewhat complex and time'consuming process, in an
inappropriate choice can lead to the cost of hiring burst, customer
dissatisfaction and discontent colleagues. The following are the key benefit by
using online recruitment(
) The recruitment cost can be decreased
) The pool of potential employee could be expanded
) &ore efficient on recruitment process
) #andidate can apply the job wheneer
With more and more people on the Internet, the enterprises are now
accepting applications ia email. The organi*ation has deeloped its own
website where people can apply online by filling out the form.
1
In +,
st
#entury, we must do eerything efficiency to keep our competition.
!specially in -ong .ong, many people are thinking efficiency and working
efficiency. /nline %ecruitment could proide the faster and more efficiency
serice, for example 0ob 1eeker can send the personal information 2#34 to
employer wheneer they found the job details on the web site. And
!nterprises could receie the applicants5 details immediately when their job ad
was posted on Internet. !nterprises can browse through a large database of
recruitment and headhunting. The cost of whole recruitment can then be
decreased because the procedures are less than before. It offers candidates
a chance to domestic and international companies in just one click of your
own home sits 6# applications. Therefore, the trend of online recruitment is
growing. And it would become the most important tool for recruitment in
future.

/ne of the famous recruitment agencies in Asia is called jobsdb.com.
0obsdb.com including approximately 7,,899 leading companies work
published here. There are ,,789,,+: professionals who registered as member
in the portal. $ormally, there are oer ,,; jobs ads eery day. In +;,7, 0obsdb
got oer <.= &illion uni"ue isitors and published oer <.>+ million job
adertisement.
Literature Review
The main purpose of %ecruitment is included recruiting and attracting
potential employees and those purposes are determined by !nterprise
2?reaugh and 1tark, +;;;4 Internet first came out in the mid',>>;s renting
tools, has been hailed by the mass media is behind the @recruitment
reolution@, because it could also bring benefits to recruiter 2?oydell, +;;+4.
Whateer online recruitment or Internet recruiting, the first statement of online
recruitment is showed on the literature in mid of ,>=;5s 2Aenter, ,>=, and
#asper, ,>=84. Bntil ,>>;s, both of Bniersities and enterprises started to use
online platform. The online recruitment procedure became popular. 2Aalanaki
!, +;;+4.
/nline recruitment has truly grown rapidly in past decade, it is now widely
used both recruiters and job seekers around the world. The popularity of
corporate websites and certainly not to a study reported in the Bnited 1tates
said that part of the world 7;; strong enterprises >7 percent of employment in
2
order to deprie his companyCs website 2Dieens and -arris, +;;74. In
addition, another American surey found that in ,9 major B.1. companies,
7+E of all staffs originally hired through the companyCs online recruitment
2&aher and 1ilerman, +;;+4.
%esearch &ethodology
I was using the comprehensie "uestionnaire and surey methodology from
the FFuture of online recruitmentG 2%oy +;;>4. 6rimarily, either of scale or
ranking types "uestions are showed in the "uestionnaire. And Huestionnaire
would be diided into four parts. In part one, there is contained "uestions
asking about the need of online recruitment in Ies J $o form. 6art two is
formed by statements and respondents would be asked to ealuate the online
recruitment on Dikert scale. 6art three is to consider releant factors,
respondents considered while choosing online recruitment methods. In Final
part, we would ask the respondents to comment the source of recruitment that
based on rank order 2; is lowest and 8 is highest4. We expected the target
sampling si*e is around 7;; Asian.
Form Kraft(
3
Kata collection and analysis methods
The "uestionnaire will be formed through #loud Application 2i.e. Aoogle
Kocs4. And it will be sent to 0ob -unter companies and enterprises. Those
companies are national companies and hae branches in oersea 2Taiwan,
1ingapore or &acau4. Those companies will inite their members to fill the
"uestionnaire. All respondents can submit the form by email or web site
directly. All data would be collected and saed in encrypted place. And data
would be sorted as Tabula format 2!xcel4.
!xpected research outcomes
?ased on "uantitatie research, as well as findings from the existing literature,
I expected the result will show us the IT 2online recruitment4 could enhance
the performance of recruitment. In traditional recruitment process, which no
need any technology but online recruitment is dependent on a wide range of
information and communication technologies as well as the general public
access to them. 3iewing technology just as contingency will limit research to
4
establishing economic rationality of automating recruitment tasks and
changes in routines, while technology in this case plays a wider societal role,
and may affect lielihoods of indiiduals and organi*ations.
A better understanding of the concept of e'recruitment organi*ation possible
through learning how the external enironment and the community impact of
e'recruitment organi*ation and use it to achiee, and institutional point of iew
may be potentially beneficial. -ow online recruitment organi*ation different
elements added to the efficiency and effectieness of the recruitment process
is also more research can reeal which elements are more important than
others. Therefore, the study should be done, if, how, and why the Internet will
increase the effectieness of the organi*ation recruitment, online recruitment
method attribute to show how this specific.
5