{"references": ["(1) Heikkila, J.-P (2010). A delphi study on e-HRM: Future Directions. Proceedings of the 3rd European academic workshop on electronic human resource management. 229-249.", "(2) Bondarouk, T., et Ru\u00ebl, H. (2013). The strategic value of e-HRM: results from an exploratory study in a governmental organization. The International Journal of Human Resource Management, 24(2), 391-414.", "(3) Parry, E. (2011). An examination of e-HRM as a means to increase the value of the HR function. The International Journal of Human Resource Management, 22(5), 1146\u20131162.", "(4) De Juana Espinosa, S., et Luj\u00e1n-Mora, S. (2010). Putting e-HR into practice: the case of the University of Alicante. Evidence-Based e-HRM? On the way to rigorous and relevant research, 342-359", "(5) Heikkil\u00e4, J.-P. (2013). An institutional theory perspective on e-HRM's strategic potential in MNC subsidiaries. Journal of Strategic Information Systems, (22), 238\u2013251.", "(6) Fabre, M., Merck, B., Proust, M.-A., Ridet, F., & Romanet, M. (2003). L'e-RH\u202f: mode ou r\u00e9volution\u202f?", "(7) Panayotopoulou, L., Vakola, M. et Galanaki, E. (2007). E-HR adoption and the role of HRM: evidence from Greece. Personnel Review, 36(2), 277\u2013294.", "(8) Solutions informatiques RH. (2007). Entreprise et Carri\u00e8re.", "(9) Bondarouk.T,Ruel.H., Guiderdoni-Jourdain.K et Oiry.E. (2009). Handbook of Research on E-Transformation and Human Resources Management Technologies: Organizational Outcomes and Challenges mentionn\u00e9 aussi avec foster en bas", "(10) Ru\u00ebl, H., Bondarouk, T et Looise, J. (2004). E-HRM: Innovation or irritation. An explorative empirical study in five large companies on web-based HRM. Management Revue, 15(3), 364\u2013381.", "(11) Grenier, S. (1998). Les impacts des changements technologiques sur les ressources humaines et sur la gestion des ressources humaines.", "(12) Martin. G., Reddington, M., et Alexander, H. (2008). Technology, outsourcing and transforming HR. Butterworth-Heinemann.", "(13) Dhamija, P. (2012). E-Recruitment: a Roadmap Towards E-Human Resource Management. Journal of Arts, Science & Commerce, 3(3(2)), 33\u201339. Retrieved from", "(14) Holm, A. (2010). The effect of e-recruitment on the recruitment process: Evidence from case studies of three Danish MNCs. Proceedings of the 3rd European academic workshop on electronic human resource management, 91-111", "(15) De Alwis, A. C. (2010). The Impact of Electronic Human Resource Management on the Role of Human Resource Managers. Ekonomika A Management, 4, 47\u201360.", "(16) Laval, F., et Guilloux, V. (2010). HRIS impacts implementation in a SME: a contextualist longitudinal case study. Evidence-Based e-HRM? On the way to rigorous and relevant research. 410-425", "(17) Holm, A. (2012). E-recruitment\u202f: Towards an Ubiquitous Recruitment Process and Candidate Relationship management. German Journal of Research in Human Resource Management, 241 \u2013 259.", "(18) Davoudi, S. M. M., & Fartash, K. (2012). Electronic Human Resource Management\u202f: New Avenues Which Leads To Organizational Success. Spectrum: A Journal of Multidisciplinary Research, 1(2), 75 \u2013 87.", "(19) Galois-Faurie, I. et Lacroux, A. (2014). \"Serious games\" et recrutement: Quels enjeux de recherche en Gestion des Ressources Humaines? @GRH, (10), 10\u201335.", "(20) F\u0131nd\u0131kl\u0131, M. A. et Bayar\u00e7elik, E. beyza. (2015). Exploring the Outcomes of Electronic Human Resource Management (E-HRM)? Procedia - Social and Behavioral Sciences, 207, 424\u2013431.", "(21) Parry, E., et Tyson, S. (2009). What is the Potential of E-Recruitment to Transform the Recruitment Process and the Role of the Resourcing Team. Handbook of research on e-transformation and human resources management technologies: Organizational outcomes and challenges, 202-217."]}

The use of online recruitment is becoming more prevalent in Moroccan companies. However, the use of ICT has not dominated the recruitment market as predicted by researchers and practitioners despite its great accessibility. This may be because of the mixed results that organizations reported after using online recruitment methods. Through a qualitative study on recruitment practices in Morocco, we investigate the use and perceived success of various technological tools used in recruitment by HR professionals in Marrakech. In addition, our study is an opportunity to highlight the reasons of the choice of technologies used as well as the factors that may affect their success and their impact on the ground.