SUMMARY
E-recruitment is a field of human resources where ICT tools are frequently used. We popularly assume that the scope with which they are used differs between countries, and that technical structure is the main reason for these differences. However, we lack the tools to explain why e-recruitment is considered more common in the US than in Poland, for instance, despite similar access to the Internet among employees and employers in both countries. The article presents a typology of four levels of e-recruitment methods, as a tool for explaining the differences in the maturity of using e-recruitment methods in these two countries. Additionally, for each of the four groups of e-recruitment methods, strong and weak points are shown, and the keys to their successful use are described. It has been also shown that a positive image of a company’s brand is a necessary condition for higher levels of e-recruitment to be successful. A special analysis is conducted of the use of gamification and games for e-recruitment purposes, and examples are given of their use on each of the four e-recruitment levels.