The Influence of E-recruitment and Corporate Reputation on Job Application Interest (A Case Study of Gen-Z in Karawang Regency)

Abstract

The advancement of information technology has transformed recruitment practices, particularly through the adoption of e-recruitment systems that improve efficiency and accessibility. This study aims to analyze the influence of e-recruitment and corporate reputation on job application interest among Generation Z in Karawang Regency. A quantitative research design was employed, using primary data collected from 100 Generation Z respondents through a structured questionnaire. Data were analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) with SmartPLS 4.0 to evaluate the relationships between variables. The findings reveal that e-recruitment has a positive and significant effect on job application interest, indicating that accessible and efficient digital recruitment systems can enhance applicants’ willingness to apply. Furthermore, corporate reputation shows a stronger positive and significant influence, emphasizing the importance of organizational image, credibility, and perceived quality in shaping applicants’ intentions. These results suggest that both technological and reputational factors play critical roles in attracting Generation Z job seekers. Therefore, organizations are encouraged to optimize their digital recruitment platforms and maintain a strong corporate reputation to improve organizational attractiveness. This study contributes to the human resource management literature by providing empirical evidence on the role of e-recruitment and corporate reputation in influencing job application interest in the digital era.