job boards, job portals, and, most recently, social networks, are increasingly being
used as the main recruitment sources for external candidates .This is reflected in the initial definition of the term e-recruitment as being recruitment of candidates on the Internet.With the evolution of enterprise information systems and techniques deployed and used for recruitment purposes , e-recruitment has been further elaborated to include candidate management technology and the recruitment process in general, e.g. tracking
applicants, selecting, offering jobs, or rejecting . These definitions
suggest a duality of the term e-recruitment, which may be simultaneously perceived
as the use of an Internet-based recruitment source and as technology-enabled
recruitment management practices. The main focus of the present research is on the
managerial side of recruitment, and not on the recruitment sources. Therefore, in this
paper e-recruitment is viewed and defined as the organisation of recruitment process
and activities, which, by means of technology and human agents, facilitate time- and
space-independent collaboration and interaction in order to identify, attract, and influence competent candidates