Organizational applicant attraction: Do competence, gender and reputation affect the recruitment practice?

Abstract

Purpose

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

Design

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Findings

Gender diversity is increasing in the workforce. The recruitment process is an important step in increasing women’s representation, as it is the entry point into the organization. Women and men have differing attitudes to the recruitment process – women are more interpersonally sensitive than men. It can be seen that recruiter competence and firm reputation affect the attraction to the organization depending on the gender of the applicant. Organizations need to be mindful of having competent recruiters and a positive firm reputation in order to increase applicant attraction and in particular increase applicant gender diversity.

Originality

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Citation

(2019), "Organizational applicant attraction: Do competence, gender and reputation affect the recruitment practice?", Human Resource Management International Digest, Vol. 27 No. 6, pp. 42-44. https://doi.org/10.1108/HRMID-06-2019-0171