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6、ENSEIZEDTHROUGHTHEGROWINGUSEOFONLINERECRUITINGIE,“ERECRUITMENT”ASAPRIMARYMETHODFORMARKETINGJOBSINANINCREASINGLYWORLDWIDELABORMARKETINDEED,REVIEWSOFJOBPOSTINGSFEATUREDVIAONLINEPLACEMENTSERVICESANDCORPORATEWEBSITESILLUSTRATEAGROWINGRELIANCEONTHESESOURCESFORINSTANCE,STUDIESSHOWTHATONLINESOURCESNOWHOLD1
7、10MILLIONJOBSAND20MILLIONUNIQUERESUMES,ANDTHATUSONLINERECRUITMENTREVENUESWILLTOP26BILLIONIN2007LI,CHARRON,ROSHAN,KRISHNAMURTHYMACKENZIEBERKMANMAURERETAL,1992ORGENERALATTITUDESSUCHASORGANIZATIONALATTRACTIVENESSLARSEN克里希纳穆尔蒂和SIVARAMAN，2002麦肯齐和紫茎泽兰，1992伯克曼和吉尔森，1999年），以协助雇主对工作影响的产品和努力的态度需要吸引了求职者对这份工作的兴趣
8、。这个重点的不同之处是从人力资源研究拟订的可能性模型元素已被用来研究成果在更遥远的招募源的影响如验收工作的决定（哈里斯，1989。莫勒等，1992）等组织的吸引力（拉森与菲利普斯，2002）或一般的态度。因此，我们的这个方法照顾到最初的设计因素影响工作兴趣的产品和所需的倾向，发挥最终吸引求职者对工作机会兴趣，而不是最终决定接受/拒绝这样一个提供搜索的努力。这种区分表明，尽管如信息的丰富性和消费者的因素可能会起到一个求职者的态度和工作验收的决定作用的设计元素，招聘经理的主要设计目标应该是提高填充合适的人就业机会的可能性、受影响的人士真正感兴趣的和合格的倾向及企业追求产品和可行的工作做出明智的“购买”的决定。
