HR Recruitment Strategies in Australia

This assignment examines HR recruitment strategies employed by Australian organizations. It analyzes job advertisements on Seek.com, focusing on companies like L&S Resource, SECOM, The next step, Johns Lyng Group, Lyca mobile, Club Central, GrainCorp, Bridge Housing, Clarins Group, AMA, Kelly Services, Education Centre of Australia, Instinct Electrical, Bristol-Myers Squibb, and Royal Sydney. The analysis delves into the recruitment techniques used by these companies and provides insights into current trends in HR recruitment within the Australian job market.

Running head: RECRUITMENT VIA ONLINE RECRUITMENT WEBSITE SEEK
RECRUITMENT VIA ONLINE RECRUITMENT WEBSITE SEEK
Name of the Student
Name of the University
Author note:

1RECRUITMENT VIA ONLINE RECRUITMENT WEBSITE SEEK
EXECUTIVE SUMMARY
The purpose of this research is to delve deep into the online advertisements of recruitment in the
Australian job recruitment website www.seek.com.au. The research is mainly aimed at
investigating the similarities of the advertisements on the job portal aimed at recruiting Human
Resource Managers and professionals through Seek.com.au. The structure of the advertisements,
the terms and keywords used in such advertisements are examined and understood and their
impact on the job seekers are analyzed. It is seen that there are certain terms and keywords which
are repeatedly and regularly used in such advertisements, and the objective is to attract attention
of the high quality top professionals in the industry. The psychological tendencies of the job
seekers are to look for a job that is rewarding and sufficiently paying with opportunity of growth
and good work culture. Literature review is done and the background and context of the online
recruitment process is understood before the commencement of the secondary data analysis. The
literature review throw light on different perspectives of the online recruitment process and also
explores the limitations of the nee methods of recruitment. The literature review offers a strong
background to the secondary data research that follows. Findings state that there are much
similarities in the advertisements posted online by the employers and these are mainly aimed at
luring young enthusiastic professionals of the industry. Recommendations state that there must
be some innovations in the advertisements of human resource recruitment process via online job
portals.

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Table of Contents
1.0 PROJECT TITLE......................................................................................................................4
2.0 INTRODUCTION.....................................................................................................................4
2.1 PROBLEM STATEMENT....................................................................................................5
2.2 RESEARCH AIMS...............................................................................................................6
2.3 RESEARCH QUESTIONS...................................................................................................6
3.0 CRITICAL LITERATURE REVIEW.......................................................................................6
3.1 BACKGROUND AND INNOVATIONS IN RECRUITMENT MODELS IN HUMAN
RESOURCE................................................................................................................................6
3.2 OVERVIEW AND LIMITATIONS OF THE NEW RECRUITMNET PROCESS IN
HUMAN RESOURCE MANAGEMENT..................................................................................7
3.3 GOOD AND SUSTAINABLE RECRUITMENT ADVERTISEMENTS AND
PRACTICES................................................................................................................................8
4.0 A DETAILED PRESENTATION OF THE METHODOLOGY OF THE RESEARCH.........9
4.1 RESEARCH APPROACH....................................................................................................9
4.2 RESEARCH DESIGN.........................................................................................................10
4.3 DATA COLLECTION METHOD......................................................................................11
4.4 DATA ANALYSIS.............................................................................................................11
4.5 RESEARCH ETHICS.........................................................................................................11
5.0 FINDINGS FROM SECONDARY DATA ANALYSIS........................................................12

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5.1 THEME 1: SIMILARITIES IN TERMS OF CAREER PROGRESSION AND
ANALYSIS................................................................................................................................13
5.2 THEME 2: ON GOING TRAINING AND SUPPORT......................................................19
5.3 THEME 3: FLEXIBLE CULTURE AND WORK ENVIRONMENT...............................21
6.0 DISCUSSION OF FINDINGS IN LIGHT OF PREVIOUSLY REVIEWED LITERATURE
.......................................................................................................................................................25
7.0 CONCLUSION........................................................................................................................26
7.1 RECOMMENDATIONS.....................................................................................................27
7.2 LIMITATIONS....................................................................................................................27
7.3 REFERENCE:.........................................................................................................................28
7.8 BIBLIOGRAPHY....................................................................................................................31
7.9 APPENDICES.........................................................................................................................32

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1.0 PROJECT TITLE
HUMAN RESOURCE MANGEMENT: RECRUITMENT VIA ONLINE
RECRUITMENT WEBSITE SEEK AND HOW POTENTIAL CANDIDATES ARE
ATTRACTED VIA JOB ADVERTS ON THIS WEBSITE.
2.0 INTRODUCTION
Human resource is one of the most important department of a company as it is given the
responsibility of recruiting efficient employees on whom the company will run. Human resource
management is a dynamic field of study as the processes change with time in an endeavor to
ensure a more effective method of employee recruitment and retention (Cascio, 2018). The
online job portals are the recent medium of recruiting in a cost effective but efficient manner. It
does not require much capital to post recruitment advertisements in online job portals and the
audience reach can be customized according to need (Antoun et al., 2016). Therefore, more and
more companies are taking the online way for fulfilling the company requirements. In the year
1995 six major newspapers from USA, the New York Times, the Washington Post, the Los
Angeles Times, the Boston Globe, San Jose Mercury News, and the Chicago Tribune put a joint
effort in starting a website called CareerPath.com which was the first online job portal. The
website has now changed its name to careerbuilder.com (Careerbuilder.com, 2018). Since then
there are innumerable websites for job search and recruitment all over the world in all countries.
Seek.com is one of the most popular job searching sites in Australia. It is owned by the
Seek Limited, and has its headquarters in Melbourne and is a public limited company.

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Figure 1: New Job advertisements in Seek.com
Source: (Seek.com.au, 2017)
2.1 PROBLEM STATEMENT
Traditionally recruitment advertisements were posted mainly in newspapers in the
classified sections. The main limitation in this regard was it could not be tested whether the
advertisements were spotted by the proper target audience or not. The advertisements had to be
published in all the newspapers and many redundant sections of the population who would not in
take up the job were automatically included in the target audience. This was the main problem
which gave rise to the now popular online recruitment system which is much more efficient and
target specific (Brandão et al., 2017). There has been increase in the ratio of job requirement and

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candidate profile (Mahmood, 2017). Better people are applying for proper jobs. However, in the
new system of recruiting via online job portals there has been found much similarities in the
structure and the languages of the advertisements. This aims to research in this regards the
similarities of the advertisements on job sites and their impact on job seekers.
2.2 RESEARCH AIMS
The aim of the research is to understand various perspectives about emerging trends of
Human Resource Recruitment process through the online job portal Seek.com, especially in
recruiting Human Resource Manager for big companies. There are various commonalities seen
in the advertisements posted for recruitment of HR managers in Australia, the research aims to
understand these commonalities and why these common terms are used in the advertisements.
2.3 RESEARCH QUESTIONS
 How the companies attract best professionals to apply for the positions?
 What are the various commonalities found in the job advertisements posted in
Seek.com for the post of HR manager?
 Why such commonalities are used?
 What impact does such common terms exert on the professionals searching for
jobs?
3.0 CRITICAL LITERATURE REVIEW
3.1 BACKGROUND AND INNOVATIONS IN RECRUITMENT MODELS IN HUMAN
RESOURCE
In the article “Employee engagement, human resource management practices and
competitive advantage: An integrated approach” the authors elaborate how the stakeholders of

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HRM process needs to move beyond just the usual approach of human resource management and
require to imbibe engagements like socialization, training and education and performance
management (Albrecht et al., 2015). Already there are a number of theories and frameworks that
state that how innovations brought in the HRM practices result in “competitive advantage”. The
research suggests that the expert job applicants are progressively looking for positions and roles
that includes scope of challenge taking and fast growth. On the other hand, Kehoe & Right
(2013) states how the perceptions of the employees about “high performance and innovation in
HR practices” relate to the overall organisation behaviour and success. They have refuted just
innovation as the driving point and included perceptions and cognition into the picture along
with innovation. The findings of this research suggest that such perceptions positively affect the
organisational behaviour and success therefore the employee expectation of innovations must be
ideally implemented at all levels. In the article “On-line consistent ranking on e-recruitment:
seeking the truth behind a well-formed CV” the authors have pointed out how the job markets
are gradually moving towards a complete online digital recruitment system and how algorithms
and programs sort out CV of the candidates to short-list the best ones (Faliagka et al., 2014), so
more than just innovations in process, machine intelligence in recruitment also comes to play.
3.2 OVERVIEW AND LIMITATIONS OF THE NEW RECRUITMNET PROCESS IN
HUMAN RESOURCE MANAGEMENT
Human resource is a complicated process as it deals with the most complex resource of a
company, its employees. Unlike other resources human beings are emotional beings with
complicated needs and desires. In the article “The link between perceived human resource
management practices, engagement and employee behaviour: a moderated mediation model” the
authors have highlighted this point and also stated that a mediation model that is linked and

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based on the behavioural aspect of the human being (Alfes et al., 2013). The connection between
the recruitment and engagement of the employees and the outcomes depend on the perception of
support from the organisation and exchange between the leader and the members. However, in
the article “A resource‐based perspective on human capital losses, HRM investments, and
organizational performance” the authors had a different version about the factors that adversely
affects human resource process, they examine the problem of “human capital losses” and how it
affects the performance of the organisation (Shaw, Park & Kim, 2013). This research highlights
the problems in regards to employee retention issue. Proper care if not taken during recruitment
about hiring employees whose retention probability will be high, the company will bear losses in
human capital. Lately the companies have realised the competitive advantage possibility it gets if
the superior professionals are recruited, therefore there is fierce competition in hiring the best of
the market, which has led to lucrative recruitment advertisements which is the topic for study in
this paper. Dries, (2013) in his article “The psychology of talent management: A review and
research agenda” provided a clear picture about the psychological aspects of recruitment and
maintenance of human resource. In an organisation there is requirement of expertise of various
fields and recruitment is done in such way the perfect professional for executing that job can be
recruited. Talent management is one of the key responsibilities of the HR process in which talent
of a person is utilised in an optimum way and proper remuneration is provided in return.
3.3 GOOD AND SUSTAINABLE RECRUITMENT ADVERTISEMENTS AND PRACTICES
Renwick, Redman, & Maguire in their article “Green human resource management: A
review and research agenda” (2013) has given some processes which can make the human
resource management more sustainable and environment friendly. Reduction of paper usage,
giving importance on sustainable work practices among the employees are some of the ways the

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Human Resource department can contribute towards sustainable human resource process.
The online recruitment system has in many ways reduced the requirement of paper works and
made an environment friendly method of recruiting people. In the article “The impact of human
resource management on environmental performance: An employee-level study” the authors
have given a clear picture about how the human resource mechanism of an organisation has
direct impact on the environmental performance and footprint of the company (Paillé et al.,
2014). The companies are under pressure from all stakeholder’s including the direct and indirect
ones, to establish processes and practices that are environmental friendly, and a company will
have environment friendly overall process if the employees follow sustainable work methods.
The HR who is responsible must be serious about implementing policies that will result in
overall sustainability of the companies.
4.0 A DETAILED PRESENTATION OF THE METHODOLOGY OF THE RESEARCH
4.1 RESEARCH APPROACH
The two types of approaches that are mainly followed in research are deductive research
approach and inductive research approach. The deductive research approach is the system based
on the system of evaluation of the existing researches, theories, ideas and models related to the
research topic and study. Inductive approach on the other hand is mainly based on the idea of
proposing and establishing new theories and concepts. The research approach is important in
understanding the process in which the research is done and its possible outcomes.
In this research the method of deductive research approach is adopted because the
paper is mainly based on research and analysis of existing theories and ideas (Mackey and
Gass, 2015). The research here is about the recruitment advertisements that are given in online
website Seek.com, and comparison in their effectiveness and similarity. Especially the case of

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recruiting Human Resource managers is taken into consideration. Critical literature review has
been done on various aspects of new trends in human resource management and the further
research is based on the literature review. Data that is taken is found online which will be
analysed by existing models and theories and the outcomes will be stated. Hence, the deductive
research approach is chosen over the inductive research approach.
4.2 RESEARCH DESIGN
There are mainly three kinds of research designs that are utilised, these are “analytical,
explanatory and exploratory research design.” Analytical research design is also known as the
descriptive research design. In the analytical research design there is a detailed discussion and
explanation about the topic of study in detailed descriptive manner (Marshall & Rossman, 2014).
It is mainly the description of the information and detailed analysis of them. Exploratory
research design has an approach of describing and evaluating the study and its relevancy in the
initial stage. It is about the relevance and the importance of the study. The last method called the
explanatory research method aims to develop and build a relationship and connection among the
two variables of the research.
In this particular research the descriptive research design which is also known as
the analytical research design is followed which will help in understanding the topic in
details and also all the relevant theories, models and ideas about the topic. In order to
understand the similarities of the advertisements posted in the portal and why such similarities
are used there has to be a study about the particular terms repeatedly used and their impact on the
psychology of the professionals who apply for the posts.

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4.3 DATA COLLECTION METHOD
Data collection method is one of the most important aspect of a research as the whole
research is based on the data that is collected. In quantitative research the data is mainly
collected from the primary sources through survey questions and interview, in secondary
research the data is collected from various secondary sources like existing information, journals,
articles, and researches (Lewis, 2015). The collection of the data for this research will be done
from the literature reviews and analysis of the online advertisements in Seek.com will be the
basis of the findings. Seek.com.au is the most popular online job portal in Australia and provides
thousands of job searches (refer to Figure 1 in Appendices). Therefore, the research is mainly
conducted on the secondary data. Research will be based on information from various sources
like online advertisements, relevant researches, articles and journals on the relevant topic.
4.4 DATA ANALYSIS
The main method of analysis of the data will be in the thematic method. The various
perspective of the research questions will be defined as themes and the analysis will be done
taking into consideration the various themes (Panneerselvam, 2014). Apart from that each of the
information and aspects will be set into their contextual backgrounds and analysis will be done
accordingly. Keyword search strategy is applied to search for relevant data and analyse
them accordingly. Keywords are the main tool to conduct a perfect online research. The online
research results are produced due to proper keyword searches. Keywords like “HR jobs in
Sydney”, “Human Resource Managers Job in Sydney”, “Best HR jobs in Sydney” and similar,
are used.

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4.5 RESEARCH ETHICS
Ethics are the moral standards that are needed to be followed during a research. There
should not be any tampering of data or endeavour towards manipulating the research outcomes.
In the case of the secondary researches it is important to cite the reference sources correctly and
give the due credits to the authors from whose works the information is taken (Resnik, 2015).
The research study is done solely for the purpose of academic findings and no advertorials
should be included in any part of the research paper.
5.0 FINDINGS FROM SECONDARY DATA ANALYSIS

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Figure 1.1: “HRM activities in relation to HRM outcomes and business performance”
Source: (Mahmood, 2017)
Human Resource Management is very important in shaping the business performance of
an organization. Recruitment and employee retention is very basic need for a company to
succeed.
The online recruitment advertisements serve the purpose of getting the perfect employees for the
perfect positions in the company. The acceptance of the online information available depends on
some factors. The perceived usefulness and ease of use are factors which shape the online search
experience of the users.
Figure 1.2: “User acceptance of computer technology”
Source: (Mahmood, 2017)
5.1 THEME 1: SIMILARITIES IN TERMS OF CAREER PROGRESSION AND ANALYSIS
Career progress denotes the terms used in the advertisements that refer to the opportunity
of growth in the career of the employees who take up the particular job. Every employee looks

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forward to opportunities in growth in their existing job in lieu of the good work they are doing.
In addition, they look for jobs that offer good opportunities of growth. This section of the
research focuses on the terms and keywords used by the online advertisements which highlight
the growth perspective.
The first two advertisements that is taken in this regards are:-
Figure 2: HR Recruitment of L&S Resource
Source: (Seek.com, 2018)

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Figure 3: HR Recruitment of SECOM
Source: (Seek.com, 2018)
In both of the above two advertisements of L&D Resource and SECOM, words
like enhancing, development and opportunities are used all of which point to the fact that the
professional lives of the people applying for the job will improve if the particular job is taken up.
One of the words that come repeatedly in the recruitment advertisements is “dynamic”.
Recruitment advertisements lure the talented professionals by challenging them to “unleash”
their creative side, or be a “game changer”, as already discussed the candidates are more and
more interested in challenging jobs where they can explore their own potentials.

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Figure 4 & 5: Advertisements of “The next step” and “Johns Lyng Group”
Source: (Seek.com, 2018)
Terms like “dynamic” and “growing up” that denote the opportunity for growth in the
organisation are used in most of the recruitment advertisements. Therefore, there is a competition
among the organisations to get the best professionals in their basket by influencing them by
using such terms.

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Figure 6: Recruitment advertisement of Lyca mobile
Source: (Seek.com.au, 2018)
In this advertisement of Lyca Mobile there are similar keywords like “dynamic” and
“growth”.
Figure 7: Advertisement of Club Central
Source: (Seek.com.au, 2018)

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This advertisement of Club Central calls upon the candidates to apply on the
ground to “build career with industry experts”. This has a significant impact on the minds of the
people who are going through the advertisement as they main objective in the minds of the
professional’s mind is to “build” good career with the leaders in the industry.
Figure 8: Advertisement of GrainCorp
Source: (Seek.com.au, 2018)
The advertisement starts with stating that the company is “largest” in its field, and
then goes on to declare the “great opportunities” that lie ahead for the professionals who join the
company.

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Figure 9: Advertisement of Bridge Housing
Source: (Seek.com.au, 2018)
The role in this advertisement of Bridge Housing is called both “exiting” and “diverse”.
A job role would be exiting only when there are growth opportunities. Diverse denotes the
different number of possibilities that are there in the job role.
5.2 THEME 2: ON GOING TRAINING AND SUPPORT
One of the lucrative factors in a job is the various growth and training opportunities it
provides to the employees. The professionals in the market are looking for jobs that are not static
and from where they can learn new skills. A large number of jobs these days come with benefits
of on job training opportunities and skill development education. In this section of the research
there will be comparison among various job advertisements about how they highlight their
training and support opportunities.
In Figure 3 (Refer to the Appendices), the recruitment advertisement of Secom two
sentences “ongoing mentoring and coaching” and “professional development opportunities” are

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used both of which highlight the training aspect of the job in which the employee will grow due
to ongoing training.
In Figure 7 (Refer to the Appendices), the word “support” has been used to dentote that
the learning process of the new employees will be supported by the existing senior employees.
Figure 10: Advertisement of Clarins Group
Source: (Seek.com.au, 2018)

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Figure 11:Advertisement of AMA
Source: (Seek.com.au, 2018)
In the above advertisement of AMA special importance has been given to the business
students and graduates who may return to working and pursue their on job training.
Figure 12: Advertisement of Kelly Services

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Source: (Seek.com.au, 2018)
In the above advertisement apart from mentioning about “great team culture”, a lucrative
offer of providing “full training” is also given by the company. These terms are helpful in
inspiring people who want to continue to learn and grow while doing a job.
In Figure 2 (Refer to the Appendices) the advertisement of Lindt & Sprungli “enhancing
employees” denote the improving of skills through training and education.
5.3 THEME 3: FLEXIBLE CULTURE AND WORK ENVIRONMENT
The top professionals in the industry give a lot of importance to the work culture of an
organisation before choosing it for working. Work culture or environment is the setting of the job
in which the employee has to work. Work culture includes the mind sets of the management the
attitude of the employees and the overall culture that prevails in the company. Work environment
on the other hand is work culture in addition to the physical setting in which the employee has to
perform the job responsibility.
In the Figure 2, (refer to the appendices) advertisement of the HR Recruitment of Lindt &
Sprungli Resource the sentence “FMCG environment with inclusive culture” has been mentioned
which denote that the company is inclusive and does not discriminate among its employees on
any grounds. In Figure 6 (refer to the appendices), advertismeent of the Lyca mobiles, the
company culture has been described to be “dynamic” to lure the candidates who prefer dynamic,
flexible and gowing work culture over static and fixed ones.
In figure 12 (refer to the appendices), the advertisement of Kelly services the first
sentence is “great team culture”, though the sentence is vague and does not reflect enough details

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about what exactly is meant by “great team culture” but it is evident that they want to attract
professionals by expressing that the work culture is positive and employee oriented.
Figure 13: Advertisement of Education Centre of Australia
Source: (Seek.com.au, 2018)
The above advertisement of Education Centre of Australia both states that the job gives the
candidate the “opportunity to grow and develop” and offers “great team environment.

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Figure 14: Advertisement of Instinct Electrical
Source: (Seek.com.au, 2018)
The above advertisement of Instinct Electrical has given a lot of importance on their team
culture and used two bullet points to denote “positive culture” and “friendly & dynamic team”.
Therefore, they mainly want to highlight their team culture in order to attract employees.

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Figure 15: Advertisement of Brystol-Myers Squibb
Source: (Seek.com.au, 2018)
Figure 16: Advertisement of Royal Sydney
Source: (Seek.com.au, 2018)
In both of the above recruitment advertisements of Brystol-Myers Squibb and Royal
Sydney terms like “positive work culture”, or “supportive culture” is used to make the
advertisements attractive to the professionals who wants to work in positive and supportive work
culture. They also offer “new opportunities” to the candidates.
6.0 DISCUSSION OF FINDINGS IN LIGHT OF PREVIOUSLY REVIEWED LITERATURE
In the above section it was noteworthy how the recruitment advertisements use similar
terms and sentences in order to compete against in order and recruit the best people. There are
some very common terms like “dynamic”, “growth”, “develop”, “opportunity”, “career
building”, “exiting”, “diverse”, “positive work culture” and similar ones which are used almost

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in all of the 15 above recruitment advertisement for HR manager in the website
www.seek.com.au.
In the first section of the literature review it was mentioned that HRM process needs to
“move beyond just the usual approach of human resource management and require to imbibe
engagements like socialization, training and education and performance management.” This is
very evidently adopted in the new age online recruitment where social approach is given
importance by terms like “positive work culture”, “diverse work culture”, “supportive team”.
Highlighting training and education is also very important feature of today’s recruitment
advertisements as is seen in the chapter “5.2 THEME 2: ON GOING TRAINING AND
SUPPORT”.
The claim in the first part of the literature review stating that “the research suggests that the
expert job applicants are progressively looking for positions and roles that includes scope of
challenge taking and fast growth” is proved in various job advertisements above where the
employees are expected to be a “game changer” and “unleash the creative side” as found in
Figure 2 (please refer to the Appendices).
In the second part of the literature review the problems in the new recruitment process has been
discussed. One of the main problem is retention. The findings from the above analysed data
show how there is a fierce competition among the employers to get the best professionals into
their companies. Therefore, there are better lucrative offers everyday highlighting terms like
“growth”, “development”, and “opportunities”, hence this creates a retention problem because
the employees tend to change jobs for better offers.

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The last part of the literature review speaks about sustainability in recruitment process. It is seen
from the above recruitment advertisements that more and more companies are taking to online
sites to post their requirements and vacancies. This is a sustainable practice as it reduces
paperwork. Also the online advertisers are more responsible in offering benefits to the employees
because people can compare all of the offers on the same webpage and decide on the best.
7.0 CONCLUSION
It can be well concluded from the above research that the employers and recruiters who
post online advertisements use common terms repetitively in order to communicate the message
that why their company is the best to get recruited. They take up various themes to attract the
candidates like career progression, on job trainings and positive organisational culture, this is
evident from the analysis of the secondary data that has been done above. There are common
terms repeatedly used to lure the professionals to apply for the job.
7.1 RECOMMENDATIONS
Though the practice of online advertising of recruitment advertisements is sustainable
and it can be customised to reach the proper target audience, still the advertisers need to innovate
the way advertisements are written. All the advertisements should not look similar and identical,
rather new terms and ways to put across the message should be thought of.
Apart from that the job sites can make the recruitment advertisement process more
interactive, where the applicants who have any doubt about any particular job may ask questions
to the employer and clear the doubts. This will make application process more transparent with
lesser flaws.

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7.2 LIMITATIONS
The sample size of the advertisements taken in this research is low and hence the
possibility of comparison and analysis was less. There were not enough studies and researches
on the online recruitment advertisements which could be studied and understood for a better
perspective on the topic. The data collection method consisted of referring to recruitment
advertisements on the Australian job search site called See.com.au, however the advertisements
are dynamic in nature and everyday hundreds of new jobs are posted, which make the
advertisements which are extracted for study to be out of date and not enough recent.

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7.3 REFERENCE:
Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee
engagement, human resource management practices and competitive advantage: An
integrated approach. Journal of Organizational Effectiveness: People and
Performance, 2(1), 7-35.
Alfes, K., Shantz, A. D., Truss, C., & Soane, E. C. (2013). The link between perceived human
resource management practices, engagement and employee behaviour: a moderated
mediation model. The international journal of human resource management, 24(2), 330-
351.
Antoun, C., Zhang, C., Conrad, F. G., & Schober, M. F. (2016). Comparisons of online
recruitment strategies for convenience samples: Craigslist, Google AdWords, Facebook,
and Amazon Mechanical Turk. Field Methods, 28(3), 231-246.
Brandão, C., Morais, C., Dias, S., Silva, A. R., & Mário, R. (2017). Using Online Recruitment:
Implicit Theories and Candidates’ Profile. In World Conference on Information Systems
and Technologies (pp. 293-301). Springer, Cham.
Careerbuilder.com. (2018). About CareerBuilder: Company Overview | CareerBuilder for
Employers. CareerBuilder for Employers. Retrieved 7 February 2018, from
https://hiring.careerbuilder.com/company/overview?
_ga=2.48646758.1382797375.1517992503-60004321.1517992503
Cascio, W. (2018). Managing human resources. McGraw-Hill Education.

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Dries, N. (2013). The psychology of talent management: A review and research agenda. Human
Resource Management Review, 23(4), 272-285.
Faliagka, E., Iliadis, L., Karydis, I., Rigou, M., Sioutas, S., Tsakalidis, A., & Tzimas, G. (2014).
On-line consistent ranking on e-recruitment: seeking the truth behind a well-formed
CV. Artificial Intelligence Review, 42(3), 515-528.
Kehoe, R. R., & Wright, P. M. (2013). The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management, 39(2), 366-391.
Lewis, S. (2015). Qualitative inquiry and research design: Choosing among five
approaches. Health promotion practice, 16(4), 473-475.
Mackey, A., & Gass, S. M. (2015). Second language research: Methodology and design.
Routledge.
Mahmood, N. A., & Ling, N. F. (2017). Theoretical Framework for Factors Influencing
JobSeekers’ Intention to Use Online Recruitment Websites. International Journal of
Academic Research in Business and Social Sciences, 7(11), 479-487.
Marshall, C., & Rossman, G. B. (2014). Designing qualitative research. Sage publications.
Paillé, P., Chen, Y., Boiral, O., & Jin, J. (2014). The impact of human resource management on
environmental performance: An employee-level study. Journal of Business
Ethics, 121(3), 451-466.
Panneerselvam, R. (2014). Research methodology. PHI Learning Pvt. Ltd..
Renwick, D. W., Redman, T., & Maguire, S. (2013). Green human resource management: A
review and research agenda. International Journal of Management Reviews, 15(1), 1-14.

31RECRUITMENT VIA ONLINE RECRUITMENT WEBSITE SEEK
Resnik, D. B. (2015). What is ethics in research & why is it important. In ideas.
Seek.com.au. (2017). Job ads on SEEK continue to boom. Seek.com.au. Retrieved 6 February
2018, from https://www.seek.com.au/about/news/job-ads-on-seek-continue-to-boom
Shaw, J. D., Park, T. Y., & Kim, E. (2013). A resource‐based perspective on human capital
losses, HRM investments, and organizational performance. Strategic management
journal, 34(5), 572-589.

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7.8 BIBLIOGRAPHY
Bircan, İ., & Gençler, F. (2015). Analysis of Innovation-Based Human Resources for Sustainable
Development. Procedia-Social and Behavioral Sciences, 195, 1348-1354.
Cooke, F. L. (2018). Concepts, contexts, and mindsets: Putting human resource management
research in perspectives. Human Resource Management Journal, 28(1), 1-13.
Jackson, S. E., Schuler, R. S., & Jiang, K. (2014). An aspirational framework for strategic human
resource management. The Academy of Management Annals, 8(1), 1-56.
Kramar, R. (2014). Beyond strategic human resource management: is sustainable human
resource management the next approach?. The International Journal of Human Resource
Management, 25(8), 1069-1089.
Marchington, M. (2015). Human resource management (HRM): Too busy looking up to see
where it is going longer term?. Human Resource Management Review, 25(2), 176-187.
Wilton, N. (2016). An introduction to human resource management. Sage.

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7.9 APPENDICES
APPENDIX 1
Figure 1: New Job advertisements in Seek.com
Source: (Seek.com.au, 2017)

34RECRUITMENT VIA ONLINE RECRUITMENT WEBSITE SEEK
Figure 1.1: “HRM activities in relation to HRM outcomes and business performance”
Source: (Mahmood, 2017)
Figure 1.2: “User acceptance of computer technology”
Source: (Mahmood, 2017)

35RECRUITMENT VIA ONLINE RECRUITMENT WEBSITE SEEK
APPENDIX 2
Figure 2: HR Recruitment of L&S Resource
Source: (Seek.com, 2018)
APPENDIX 3
Figure 3: HR Recruitment of SECOM
Source: (Seek.com, 2018)

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APPENDIX 4 AND 5
Figure 4 & 5: Advertisements of “The next step” and “Johns Lyng Group”
Source: (Seek.com, 2018)
APPENDIX 6

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Figure 6: Recruitment advertisement of Lyca mobile
Source: (Seek.com.au, 2018)
APPENDIX 7
Figure 7: Advertisement of Club Central
Source: (Seek.com.au, 2018)
APPENDIX 8

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Figure 8: Advertisement of GrainCorp
Source: (Seek.com.au, 2018)
APPENDIX 9
Figure 9: Advertisement of Bridge Housing
Source: (Seek.com.au, 2018)
APPENDIX 10

39RECRUITMENT VIA ONLINE RECRUITMENT WEBSITE SEEK
Figure 10: Advertisement of Clarins Group
Source: (Seek.com.au, 2018)
APPENDIX 11
Figure 11:Advertisement of AMA
Source: (Seek.com.au, 2018)
APPENDIX 12

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Figure 12: Advertisement of Kelly Services
Source: (Seek.com.au, 2018)
APPENDIX 13
Figure 13: Advertisement of Education Centre of Australia
Source: (Seek.com.au, 2018)

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APPENDIX 14
Figure 14: Advertisement of Instinct Electrical
Source: (Seek.com.au, 2018)
APPENDIX 15
Figure 15: Advertisement of Brystol-Myers Squibb
Source: (Seek.com.au, 2018)

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APPENDIX 16
Figure 16: Advertisement of Royal Sydney
Source: (Seek.com.au, 2018)