This study examines the role of computer-mediated communication with supporting
theory of self-presentation online in executive search firms’ recruitment especially in
the era post-Covid 19; as digital recruitment or e-recruitment has become a common
practice for most companies. It aims to understand how computer-mediated
communication has been utilized to facilitate and improve the recruitment process
and highlights the advantages, particularly at the executive search level. The study
employed a qualitative method through in-depth interviews with five informants from
recruiters, job seekers, and employer – in order to gain their perspectives on the use
of social networking sites and mediated communication in the recruitment process.
The research findings showed that computer-mediated communication present a
couple of shortcomings such as misleading information on social media profiles, and
the lack of trust and relationship due to lack of nonverbal cues, and put importance
as well as highlighting the digital literation gap among non-digital natives. This

research shows that computer-mediated communication provides advantages for e-
recruitment, but for executive search level where the stake and investment is high,

the overall recruitment process is best combined with traditional practices such as
data verification and referral check across different platforms and channels.
Keywords: computer-mediated communication, self-presentation online, digital
recruitment, e-recruitment, online identity