Development of E-recruitment as E-business Model Based on Business Model Ontology

Purpose of the article Modern e-commerce businesses are developing rapidly as new modern enterprises, e-business management performance is an important topic across contemporary management and modern information technology. This paper creates e-recruitment evaluation system framework based on Business Model Ontology. More objective evaluation recommendations on e-recruitment evaluation that provide useful implication of e-business models for e-recruitment development are presented. E-recruitment evaluation development could be expanded through knowledge creation process in the context of Business Model Ontology. Methodology/methods Exploratory research, synthesis and categorizing. Scientific aim Create new e-recruitment evaluation categories through knowledge creation process in the context of Business Model Ontology. Findings More objective evaluation recommendations on e-recruitment evaluation that provide useful implication of e-business models for e-recruitment development. Authors see e-recruitment business model advantages in e-recruitment methods, transferring knowledge for job seeker through automated processes creating the ability to accomplish these processes in a shorter time. These advantages are the main technical feature of the e-recruitment business. Particularly it is interaction with job seeker in e-environment, thus reducing cost associated with e-recruitment evaluation. Conclusions E-recruitment business model should be based on indicators providing effective information content required to affect job seekers' positive decision. Advantages offering high quality information interaction for e-recruitment business should be developed. To contribute to this process, authors present indicators to evaluate important issues associated with information interaction in order to develop effective e-recruitment business model. E-recruitment focus only on outcomes such as job acceptance decisions or application attractiveness should be carefully evaluated. Thus e-recruitment's effect on initial job-seeker interest is limited, decreasing the potential possibility to attract a job-seeker and receive positive feedback. Information interaction playing a certain role for a job seeker's attitude and job acceptance decisions, but the motivation enhancing possibilities are likely to be less effective than traditional ones.