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1 – 10 of over 3000Sofia Panagiotidou, Dimitrios Mihail and Anastasia A. Katou
This study, based on signaling theory, examines the pre-recruitment employer branding strategy during the COVID-19 pandemic. It investigates the relationship between spontaneous…
Abstract
Purpose
This study, based on signaling theory, examines the pre-recruitment employer branding strategy during the COVID-19 pandemic. It investigates the relationship between spontaneous word-of-mouth (WOM) recommendations for companies and prospective candidates' job application intentions. Specifically, the study explores serial mechanisms mediating the characteristics of company online career pages, including the perceived informativeness of online job advertisements (ads), candidates' preferences for its web approach to them and the company’s reputation.
Design/methodology/approach
Reflecting prospective candidates from students and young alumni of universities, partial least squares structural equation modeling (PLS-SEM) was employed on a sample of 737 individuals representing various fields of study from Greek universities.
Findings
The findings highlight the effectiveness of positive WOM recommendations during the initial stages of recruitment, particularly amidst COVID-19 challenges in the labor market, notably impacting young candidates. The study suggests that spontaneous WOM, originating from trustful sources, motivates job seekers to actively engage with the company’s web career channels, seeking information and favorable indications of the company’s approach toward its candidates. Positive WOM, combined with informative content and a friendly communication style, plays a critical role in shaping the company’s reputation. Consequently, this encouragement motivates individuals to start their job search efforts and consider applying for positions within the specific organization.
Practical implications
This research provides valuable empirical evidence in the pre-recruitment field, particularly in unforeseen crisis circumstances such as the COVID-19 pandemic. It examines how spontaneous, positive WOM from sources, like peers and alumni, significantly influences young job seekers' perceptions and preferences regarding the company’s career web channels as sources of information and signals about working conditions. The combination of positive WOM with informative content and a friendly communication style in the web approach plays a crucial role in shaping a positive company reputation. Consequently, this encourages candidates to consider applying for positions within the company.
Originality/value
This research contributes to pre-recruitment studies, especially amidst crises like COVID-19. It examines how positive WOM from trusted sources like peers and alma mater alumni influences young job seekers' views on the company’s career web channels. By emphasizing the importance of combining positive WOM with informative web content and a friendly communication style, the study offers insights into effective recruitment strategies. It highlights the significance of positive and spontaneous WOM in attracting young talent and its impact on job seekers' decision-making, even in uncertain conditions. Overall, it advances recruitment practices for attracting candidates.
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Dalvia Rodrigues and Luis F. Martinez
The purpose of this paper is to unfold how different digital marketing tools and strategies influence recruitment effectiveness. More specifically, it focusses on understanding…
Abstract
Purpose
The purpose of this paper is to unfold how different digital marketing tools and strategies influence recruitment effectiveness. More specifically, it focusses on understanding if, and how, information sources’ credibility, content marketing, and organisational reputation influence candidates’ decision to apply for a job in the Portuguese market.
Design/methodology/approach
A qualitative research, aligned with a content analysis, was conducted to focus on the insights from the 21 participants interviewed, to understand their thoughts and experiences regarding the subject.
Findings
The results show that digital marketing tools owned by the company are seen to be more credible and more relevant for the job application decision. LinkedIn is considered to be a more credible platform for advertising job openings than Facebook. In terms of content marketing, LinkedIn has a positive influence on candidates’ decision, as well as companies’ reputation.
Practical implications
This study provides practical implications which are useful for both HR and marketing managers, namely, the implementation of an integrated marketing communication strategy, the reinforcement of the company’s website and LinkedIn page and a presence on universities’ platforms, and also in terms of the information that content marketing should focus on.
Originality/value
This research paper incorporates marketing insights into a well-known HRM subject – recruitment, and thus adds further knowledge to the literature and prepares the ground for researchers who wish to explore this subject further.
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Stéphane Renaud, Lucie Morin and Anne Marie Fray
The purpose of this paper is to investigate the effect of two instrumental organizational attributes (innovative perks and training) and one symbolic organizational attribute…
Abstract
Purpose
The purpose of this paper is to investigate the effect of two instrumental organizational attributes (innovative perks and training) and one symbolic organizational attribute (ethics) on applicant attraction.
Design/methodology/approach
Using a sample of business undergraduates in their final year (n=339) and a policy-capturing approach, the authors tested a 2 (absence/presence of innovative perks) ×2 (few/many training opportunities) ×2 (ethics is not very important/is important) quasi-experimental design using ANCOVA.
Findings
In regard to main effects, results show that all attributes have a significant effect on applicant attraction, the “ethics” organizational attribute having the strongest direct effect followed by “training” and then “innovative perks.” In regard to all interaction effects, findings are only significant for two two-way interaction effects: “innovative perks×training” and “innovative perks×ethics.” Specifically, results indicate that offering innovative perks only had a positive and significant effect on applicant attraction when: a firm offered few training opportunities and ethics was important for the firm.
Originality/value
This study compared three key organizational attributes where most studies only tested one. Understanding which organizational attributes have the greatest influence on potential candidates’ attraction can help organizations optimize recruiting. The results suggest that developing an organizational brand that focuses particularly on ethics and training constitutes a winning recruitment strategy. This experiment is the first to provide causal conclusions on the relationship between innovative perks and attraction.
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Jitimon Angskun, Sasiwimon Korbua and Thara Angskun
This paper aims to focus on time-related factors influencing on an itinerary planning system. The research objective is to produce an itinerary planning system which balances…
Abstract
Purpose
This paper aims to focus on time-related factors influencing on an itinerary planning system. The research objective is to produce an itinerary planning system which balances between the limited time of traveler and the number of tourist attractions they can visit. This system should facilitate travelers by presenting candidate itineraries that visit attractions as much as possible under several time-related factors.
Design/methodology/approach
To achieve the goal, an itinerary planning system has been designed and developed. The system considers several time-related factors including acceptable total travel time specified by travelers, time-related factors at an attraction (e.g. time zones, opening hours and visiting time) and time-related factors of traveling (e.g. road obstructions, weather, date and time and rest time). A routing algorithm which is aware of these time-related factors has been introduced to find candidate itineraries.
Findings
The performance of developed itinerary planning system has been evaluated by measuring speed and accuracy of seven traveling situations under different time-related factors. The experimental results indicate that the proposed routing algorithm spends less planning time than the traditional exhaustive routing algorithm. The efficiency of the proposed algorithm over the exhaustive algorithm is approximately 46 per cent while the accuracy is equal. Additionally, this designed system is evaluated by usability testing from nine experts. The evaluation is performed by measuring the user satisfaction level with the ability of user–system interaction. The results show that the overall system usability is in very satisfied level.
Research limitations/implications
The designed itinerary planning system has three limitations. First, Google maps technology could not find information of some tourist attractions because these places were marked with several coordinates on the map. Second, holiday periods are manually kept into the database of system; therefore, it is necessary to annually and manually update the information. Third, the developed system is an online planner; thus, the speed of system depends on the bandwidth of users.
Practical implications
The designed itinerary planning system considers time-related factors as much as possible and more than the existing planning systems. This implies that the designed system is one of the most accurate planning systems in practice. Thus, the tourism business could rely on the developed itinerary planning system to help travel agents plan a travel itinerary properly and receive an accurate and up-to-date travel explanation to their customers.
Originality/value
This research proposes the novel design and implementation of an itinerary planning system which can suggest candidate itineraries, which visit maximum attractions under several time-related factors.
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Catarina Gonçalves Rodrigues and Bruno Barbosa Sousa
This research seeks to understand whether employer branding (EB) and internal marketing (IM) are fundamental to the challenge of attracting and retaining talent and how these…
Abstract
Purpose
This research seeks to understand whether employer branding (EB) and internal marketing (IM) are fundamental to the challenge of attracting and retaining talent and how these strategies can help companies to overcome the difficulties related to the talent shortage, from the perspective of a SME Portuguese metallurgical industry.
Design/methodology/approach
The research resorts to a case study of a qualitative nature, through a semi-structured interview with the head of the human resources (HR) training and development area of the Navarra Group, and quantitative, through surveys to its employees. Based on the literature, a conceptual model was constructed, whose application allowed us to perceive the relationships between the practices of EB and IM; satisfaction, motivation and commitment; attraction and retention.
Findings
The exploratory interview concluded that organizations consider EB and IM essential for an effective talent management strategy. The quantitative results demonstrate that IM and EB practices implemented in the organization contribute to the satisfaction, motivation and involvement of employees, which results in a decrease in the intention to leave. It is also noted that these practices promote an increase in the perception of organizational attractiveness, which represents a positive impact on its ability to attract.
Research limitations/implications
From a theoretical perspective, the research contributes to the development of knowledge about IM, EB and talent management, providing relevant data that can help define the best strategies for attraction and retention, from the point of view of IM and EB.
Originality/value
The research presents preliminary insights that can be an auxiliary tool for HR managers and professionals in the context of industrial SMEs.
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Do Dieu Thu Pham and Pascal Paillé
Although the role of green recruitment and selection (GRS) has been widely recognised as an important dimension of green human resource management, no study has ever mapped the…
Abstract
Purpose
Although the role of green recruitment and selection (GRS) has been widely recognised as an important dimension of green human resource management, no study has ever mapped the terrain of GRS and reviewed the literature. The purpose of this paper is to fill this gap while exploring the following questions: How do organisations select candidates in line with their pro-environmental stance? What impact do a company’s corporate environmental sustainability (CES) practices have on attracting pro-environmental job seekers?
Design/methodology/approach
This paper provides a systematic review of 22 peer-reviewed articles published during the period 2008–2017. The articles were included in the review if they addressed at least one of the two research questions.
Findings
Some companies choose to apply green criteria when selecting candidates while others do not. In any case, communicating a company’s environmental values and orientation is worth practicing during GRS. Previous studies have identified four mediators (anticipated pride, perceived value fit, expectation of favourable treatment, perceived organisational green reputation/prestige) that intervene between signals of a company’s CES and a job seeker’s perceptions of organisational attractiveness. However, the strength of this effect is influenced by five moderators (pro-environmental attitude, socio-environmental consciousness, desire to have a significant impact through one’s work, environmental-related standard registration, job seeker’s expertise).
Originality/value
This paper provides the first systematic review of GRS and thus paves the way for future research.
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Cecilia Isabel Calderón-Valencia, Judith Cavazos-Arroyo and Alfonso López Lira-Arjona
Santiago Campero and Aleksandra (Olenka) Kacperczyk
Homophily, or the tendency for individuals to be attracted to those who resemble them, is significantly influential in the formation of startup founding and top management teams…
Abstract
Homophily, or the tendency for individuals to be attracted to those who resemble them, is significantly influential in the formation of startup founding and top management teams. But its role in subsequent stages of startup growth remains largely unclear. We consider the impact of homophily on matching of early workers to startups. We propose that, in the case of underrepresented minority groups, the tendency toward homophily plays an important role in this matching process, albeit in an asymmetric way. In particular, homophily exerts a stronger influence on the supply than the demand side: job candidates are more inclined to favor startups with demographically similar founders than startup founders are inclined to favor demographically similar job-seekers. Focusing on an important group of historically disadvantaged workers – women – we examine these arguments using unique data on the online recruiting of high-tech startups concentrated in the Silicon Valley. We find evidence suggesting that female candidates' propensity to apply to a job at a given startup increases with the proportion of female founders. However, startups with a higher proportion of female founders are not more likely than other startups to favor female candidates in personnel selection.
Francesca Mochi, Rita Bissola and Barbara Imperatori
This chapter explores different strategies implemented by three companies using professional (LinkedIn) and non-professional (Facebook) social networking websites (SNWs) as a…
Abstract
Purpose
This chapter explores different strategies implemented by three companies using professional (LinkedIn) and non-professional (Facebook) social networking websites (SNWs) as a recruitment tool and investigates the influence of their perceived usability and attractiveness on job seekers’ attraction and their intention to apply.
Methodology/approach
First, a laboratory experiment involving 171 MBA students compares the effectiveness of three different social recruitment strategies. Second, a survey among 110 job seekers focuses on the most effective strategy in terms of attraction as an employer and the influence of perceived usability and attractiveness of professional SNW pages on job seekers’ intention to pursue the job.
Findings
The laboratory experiment confirms the key role of LinkedIn as an e-recruitment practice. The survey shows that the overall company image, the usability of the LinkedIn page and the interaction between the attractiveness of the page and the overall company image positively influence job seekers’ intention to pursue the job.
Social implications
The research offers insights on job seekers’ reactions to 2.0 Internet-based recruitment. Companies should focus on and invest in professional social medias, paying attention to the usability of their SNWs pages.
Originality/value of the chapter
Recruitment is a strategic HRM practice to attract talents; however, research lags behind practice and little is known about job seekers’ perceptions and reactions to Internet recruitment. This chapter sheds light on the use of social media for recruitment and identifies two features that contribute to an effective e-recruitment strategy.
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Nicky Garcea, Stephen Isherwood and Alex Linley
This paper sets out to draw comparisons and make linkages between strengths and competency methodologies. Whereas some authors have seen the strengths approach as a revolution in…
Abstract
Purpose
This paper sets out to draw comparisons and make linkages between strengths and competency methodologies. Whereas some authors have seen the strengths approach as a revolution in human resources (HR), the authors of this paper see it more as a natural evolution. The paper aims to overview the strengths approach as well as presenting a case study of strengths‐based graduate recruitment from the Big Four professional services firm, Ernst & Young.
Design/methodology/approach
The strengths‐based approach to recruitment is described in general, and the particular approach taken to graduate recruitment at Ernst & Young is outlined. Rather than assessing for generic competencies, strengths‐based recruitment seeks to identify the natural strengths of individuals that are aligned to the role for which they are applying. Assessors are trained to look for energy and authenticity, together with evidence of high performance of the strength.
Findings
The strengths‐based graduate recruitment project at Ernst & Young delivered a 15 percent increase in the number of candidates de‐selected at first interview, together with a 12 percent increase in the number of candidates appointed following assessment center, compared with the previous competency approach.
Practical implications
Strengths‐based graduate recruitment provides a robust and reliable methodology for attracting, selecting and appointing the best candidates for the role. It delivers a better candidate experience and builds a more positive and differentiated employer brand.
Originality/value
Ernst & Young is one of the first UK organizations to use strengths‐based graduate recruitment systematically in this way The strengths methodology not only supports its interviewing and assessment centers, but also is used throughout its campus events and through attraction and candidate engagement with an online strengths tool developed and managed by Capp.
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