In the past two decades, growing people started to use web-based tools in the recruitment process. Especially in the era of pandemic, e-recruitment has been widely used by organizations and candidates to search for vacancies, obtain career information, apply for jobs, and even interview. However, the determinants of candidates’ behavioral intention to use E-recruitment are known little. Thus, this study aims to apply technology acceptance model (TAM) as a core research framework to investigate the relationship between perceived ease of use, perceived usefulness, and intention to use e-recruitment. Besides, the role of openness to experience as a moderator was examined as well. The quantitative method was conducted in this study to analyze data. After testing the six hypotheses by hierarchical analysis, the results pointed out all hypotheses in this study were supported. The findings can contribute to the literature on TAM in the e-recruitment context and provide some practical suggestions to organizations and human resources practitioners to better understand what affects candidates’ behavioral intention to use e-recruitment.

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