Information seeking behaviour in recruiting: Job search motivation and specific job related information

Abstract

Recruitment involves a number of decisions; some are made within the organization and others by individual job seekers. If done well, recruitment leads to success for organizations and job satisfaction for the individual. If done poorly, success suffers and individuals can be dissatisfied with their job, make poor decisions, and perhaps leave the firm. Job dissatisfaction occurs when jobs fail to meet the individuals? expectations or fulfil their needs. Such job dissatisfaction often leads to a new job search. In the job search literature, the type and attributes of the job information play an important role for job seekers. However, the most valued job-specific related information varies across potential employees. This is because the search for particular job-specific related information differs among individuals, probably according to individuals? needs and expectations. The process of matching individuals? needs as well as expectations and the selection of job-specific related information may help avoid job dissatisfaction and turnover. This research combines theory from the context of individuals (different backgrounds of potential employees), the theory of motivation to search and the theory of job information into a new research framework. The research will examine the relationship between motivation to search and job-specific related information to search. The findings of this research will contribute theoretically and practically to the job search field.