Abstract:
This study investigates the factors influencing final-year undergraduates’ adoption of
e-recruitment platforms in Sri Lanka. While e-recruitment enhances efficiency and
accessibility in connecting graduates with employers, undergraduates still encounter
challenges such as limited trust in online systems, data security concerns, and
internet-related stress. Despite its growing importance in modern job markets,
research on e-recruitment adoption within Sri Lanka’s undergraduate context remains
limited. The study aims to identify the key determinants shaping students’
behavioural intention to adopt e-recruitment systems. The research population
consisted of 1,694 undergraduates, from whom a representative sample of 310 final year undergraduates was selected using a stratified random sampling method. Data
were collected through a structured questionnaire designed to capture participants’
experiences and perceptions of e-recruitment usage. The dataset was analysed using
SPSS version 21, applying univariate, bivariate, and multiple regression analytical
techniques. The study focuses on four critical variables: performance expectancy,
electronic trust, vividness, and perceived internet stress. Results indicate that all
factors are significantly influenced by undergraduates’ adoption of e-recruitment in
Sri Lanka. These values indicate excellent reliability, with all coefficients exceeding
the accepted threshold of 0.80. These findings highlight the significance of system
performance, trust, a vivid user experience, and internet-related stress in influencing
job seekers’ readiness to adopt e-recruitment platforms. Accordingly, online
recruiters, platform managers, and web developers should ensure mobile-friendly
designs, strong user support, and secure, authentic platforms to build trust and boost
adoption. This study extends technology adoption theories to Sri Lanka’s e-recruitment context, offering practical guidance for improving online recruitment
systems and advancing understanding of behavioural intention in technology-driven
HR practices.
