For the past two decades, governments at all levels have increasingly focused their human resources management efforts on developing effective e-recruitment and branding strategies in an environment of hyper technological change. For many public organizations, these efforts have centered on posting essential vacancy announcement information on their institutional employment web sites, but more technologically savvy organizations have rapidly begun to adopt multifaceted and innovative approaches to recruiting new employees through the use of Web 2.0 technologies and third-party e-recruitment networks. While there is a growing body of research documenting the increasing use of these new technologies in the public sector, this article seeks to add to the existing literature by proposing a typological framework of e-recruitment adoption and its impact, using the proposed framework to highlight the e-recruitment efforts of a select group of public employers and discussing the utilization of third-party e-recruitment technologies.
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