Over the years, human capital has gained progressively more and more importance as a fundamental resource for obtaining a competitive advantage. In this context recruiters are facing issues regarding the selection of appropriate recruitment methods in order to ensure the right flow of employees into the organizations, in terms of quality and quantity. The evolution of technologies, like smartphones and mobile internet, affected the way people connect to each other and it made emerge a new recruitment method: mobile recruitment. However, the diffusion of this recruitment solution is still at an early stage, so the purpose of this study was to analyze which factors can influence the adoption of mobile recruitment by organizations. Guided by Decomposed Theory of Planned Behavior (DTPB), the author first reviewed past literature in the field of technology adoption in order to obtain a list of statements that can reflect attitudinal, normative and control factors. These statements were adapted with the help of three recruiters during three semi-structured interviews. The output of the interviews was a questionnaire containing XX statements that were reflecting the usage, behavioral intention, attitudinal, normative and control believes toward mobile recruitment. A sample of 145 recruiters was exposed to the questionnaire. The results revealed that the intention to use mobile recruitment methods is influenced by the attitude of recruiters toward this method, by the pressure receiving from the external, but not by the perceived control of the recruiter over the technology. In turn the attitude of recruiters toward this technology seems to be influenced by certain characteristics of the technology such as compatibility with the company value and experience, relative advantages and complexity in using it. Candidates and competitors were identified as main external subjects who exercise influence to adopt mobile recruitment methods. These results can represent valuable resource to companies that are providing mobile recruitment services to companies in order to gain a better understanding of which factors could influence the adoption of this recruitment method.
|Educations||MSocSc in Service Management, (Graduate Programme) Final Thesis|
|Number of pages||88|