Building a positive candidate experience: towards a networked model of e-recruitment

Abstract

Purpose

The ubiquity of the social web has forced online recruitment to change dramatically. This paper introduces the first e-recruitment network business model, the Private Talent Network© to support the practice of online talent resourcing.

Design/methodology/approach

Grounded theory was the research approach adopted, using mixed method data collection and triangulation of results. A study of six FTSE100 companies was conducted from different industries. This was an explorative study into network theories and models in context of e-recruitment.

Findings

The key outcome was the identification of a positive candidate experience. This was central to realising cost benefits and candidate quality and was influenced by nine internal and external factors. Theoretically actor network theory provided a flexible and representative framework of the online ecosystem adopted by businesses for talent resourcing.

Research limitations/implications

Limited to UK FTSE100 target group only, the research is presented as a first step in defining a structured e-recruitment business model.

Practical implications

Direct support to enable practitioners to improve or/and initiate e-recruitment initiatives and further this management discipline.

Originality/value

Drawing on actor network theory the Private Talent Network© is proposed as the first e-recruitment network business model.

Citation

Allden, N. and Harris, L. (2013), "Building a positive candidate experience: towards a networked model of e-recruitment", Journal of Business Strategy, Vol. 34 No. 5, pp. 36-47. https://doi.org/10.1108/JBS-11-2012-0072