Abstract
E-recruitment portals allow job seekers to identify vacancies, submit applications and communicate with potential employers, but their usefulness also depends on the employment outcomes experienced by users. This research assessed job seekers’ perceived effectiveness of e-recruitment portals, compared perceptions across employment-outcome groups and examined their association with the highest outcome attained. A cross-sectional descriptive and analytical design was adopted in Udaipur City. Data were collected from 165 portal users through printed and online questionnaires using purposive sampling. Overall Portal Effectiveness was measured through eight five-point Likert statements, while experienced outcomes were classified hierarchically from no employer response to employment obtained. The scale demonstrated good internal consistency, with Cronbach’s alpha of 0.816. Respondents who achieved a meaningful employment outcome reported a higher perceived-effectiveness score (M = 3.68, SD = 0.47) than those who did not (M = 3.13, SD = 0.49). The difference was statistically significant, t(163) = −7.31, p < .001. Perceived effectiveness also had a moderate positive association with employment-outcome level, rₛ = .553, p < .001. Both null hypotheses were rejected. The results indicate that respondents attaining more advanced outcomes generally viewed e-recruitment portals more favourably. These findings may help portal operators and employers improve application facilities, vacancy information and applicant communication. The geographical scope, purposive sampling and reliance on self-reported responses limit wider generalisation.