Most of available research contributions on adoption of e-HRM and e-recruitment focus on organizational factors, such as company size and efficiency goals, and do not employ macro-level theoretical perspectives. By using institutional theory and institutional logics perspective as the theoretical lens I illustrate how shared rules, norms and beliefs guide recruitment professionals in their choice of recruitment tactics and e-recruitment techniques. The empirical part of this research is based on interpretative methods and qualitative data collected in Denmark between 2008 and 2010. The findings suggest that the adoption of e-recruitment practices by organizations in the study was strongly influenced by the perceptions and beliefs of recruitment professionals on how individuals search for employment and expect to be hired, and to the lesser extent, by the organizational characteristics, such as e.g. size or ownership type. The research concludes that recruiters in Denmark employ e-recruitment techniques due to changes in the recruitment field, changes in the field logics, and the institutional change of the society in which they operate.
E-Recruitment; E-HRM; Recruitment; Staffing; Institutional theory