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Studies comparing the consequences of payroll cost reduction methods (i.e. cutting pay and downsizing) have been limited, with no studies comparing these methods' impact on job-seeker attraction. The current research tries to close this gap by comparing the effects of cutting pay and downsizing on job-seeker attraction outcomes.

Two studies are conducted. The first study compares the effects of the two payroll cost reduction methods (i.e. cutting pay vs downsizing) on job-seeker attraction through a within-subject design experiment of people in the United States. The second study analyzes secondary data in South Korea to compare the two methods' effects on the number of job applicants applying for job openings.

The results demonstrate that organizations with a history of pay cuts yield more favorable job-seeker attraction outcomes than organizations with a history of downsizing.

Although firms that choose to downsize may better maintain the morale of surviving employees, the decision of downsizing can have long-term costs, such as having a worse capability to attract job-applicants than firms that choose to cut pay and share the pain as a group.

The research provides an insight into which payroll cost reduction method yields better outcomes in terms of job-seeker attraction. The research responds to the call in the payroll cost reduction method literature of identifying a feasible alternative to downsizing in terms of various outcomes other than the morale of current (or remaining) employees.

The purpose of this paper is to assess the nature of intervention of job seeker’s perception of organizational attraction and attitude toward ad and organization in the application intention produced by aesthetics of print job ads.

An aesthetically appealing faculty-opening job advertisement was used as stimuli and around 250 responses to an administered questionnaire were collected from among job seekers in the academic domain. Partial least square structural equation modeling (PLS-SEM) was used to test the hypothesis.

According to the results of the study, aesthetic features of print recruitment ad, even though insignificant in directly inducing job seeker intention to apply, significantly enhanced their organizational attraction and attitudes, and thereby, their application intention. Therefore, job seeker’s perception of organizational attractiveness and attitude were found to full mediate this relationship, regardless of the job seekers’ degree of familiarity with the organization.

This study encourages recruiters in the academic job sectors to design and administer aesthetically appealing job advertisements to maximize the high talent pool of applicants from which to choose.

This study is the first of its kind in the Indian context in terms of print recruitment advertising. This study is also original in reporting organizational attraction and attitude towards ad and organization as mediators of application intention produced by ad aesthetics.

The current study has two major aims: (1) investigate the factor structure and importance ratings of attributes in France vs Poland and (2) compare the importance ratings of the attribute signals sent by potential employers during the recruiting process across four different types of job seekers (i.e. new entrants, short-term unemployed, long-term unemployed and currently employed).

First, using a confirmatory factor analysis (CFA), the authors compare the fit of several proposed models and identify the best fit using the combined job seeker sample. The authors then examine the fit of the selected model for the France and Poland samples separately. Finally, we compare the attribute importance rating factors across groups using a Country by Job Seeker multivariate analysis of variance (MANOVA).

The CFA results on the combined sample showed that a six factor-solution with two higher-order factors (organization- and job-attributes) provided the best fit and held for both France and Poland. MANOVA results showed a significant interaction between type of job seeker and country for organizational characteristics, and main effects of country and job seeker for work–life values and characteristics.

Most past research on the importance of job attribute factors focused on new entrants in the United States. This study provides the first examination of job attribute factors across different countries, France and Poland, and other types of job seekers.

This paper aims to examine whether companies in Indonesian controversial industries can rely on their corporate social responsibility (CSR) practices to improve potential employees' job pursuit intention, which lead to a higher quality of work life (QWL) and a better performance from their employees.

The target respondents are interns, staff and supervisors of 42 Indonesian listed companies in controversial industries. The data collection method is performed by distributing questionnaires using a seven-point Likert scale. Collected data using partial least squares (PLS) analysis are conducted and tested.

Consistent with the existing result, the authors find out that potential employees have a higher intention to join and accept a job offer from companies with a higher level of CSR practices. Regarding the corporate social responsibility, it is further proven to have a positive effect on employee's quality of work life. More interestingly, the findings of the current study reveal that CSR also affects employee performance (EP), both directly and indirectly, through QWL.

Findings demonstrate that CSR in Indonesian controversial industry represents an important factor for recruiting top employees that lead to the improvement of the employee's quality of work life and performance.

The findings indicate that enterprises should be more concerned about CSR engagement in attracting new talents, enhancing the quality of work life and cultivating the employee's performance.

This study enhances previous supports and studies on the concept of CSR and human resource management by analyzing the relationship between CSR and employee performance. Previous researches have concentrated their objectives in finding the link between CSR and the financial performance of a company. However, it must be understood that a company's success actually hinges on the performance of one of their greatest assets, the human resources. Additionally, due to the change in generations that will be the job seekers, recruitment strategy to attract job applicants and improve the job pursuit intention (JPI) is now needed more than ever. One of the strategies that Indonesian companies can use to do so is by practicing CSR. Hence, this is the first study in an attempt to observe the overall relationship of the CSR with the job pursuit intention, QWL and EP, especially in the controversial industries. The study will drive companies to intensify their efforts in maintaining good employee performance.

The purpose of this paper is to examine the relationship between an employer’s brand image (i.e. symbolic and functional attributes) and job seekers’ attraction to the firm among a sample of young workers.

Job seekers completed a questionnaire regarding their knowledge of a particular firm, their perceived image of that firm, and their attraction toward that firm in terms of future employment. Moderated regression analyses were used to test the hypotheses of interest.

Consistent with previous findings, both functional and symbolic attributes of the brand image were related to job seekers’ attraction to the firm. In contrast to previous research, work experience moderated the effect of symbolic, but not functional, attributes such that these effects became stronger with more experience. Symbolic and functional attributes also interacted to predict job seekers’ attraction to the firm.

The study is based on cross-sectional self-report data, which limits causal inference.

Results suggest that young workers are particularly influenced by symbolic attributes of the organizations’ brand image.

This paper compares the role of symbolic and functional attributes in predicting young workers’ attraction to the firm. Young workers are more influenced by symbolic attributes and these influences are stronger when individuals gain in work experience and when they perceive higher functional attributes.

The purpose of this paper is to examine the degree to which job seekers’ cultural values moderate the relations between organizational values displayed on an e-recruiting websites and organizational attraction by adapting a Cultural Vales Model of Recruitment. The authors also assessed the moderating relation of collectivism on the relation between an opportunity to contact an employee in the organization and attraction.

This study used a 2 × 2 design and data from 235 students who were seeking jobs.

Individualism moderated the relation between website achievement values and organizational attraction. Individuals’ collectivism values moderated the relation between the opportunity to contact an employee and attraction.

Organizations that display achievement values on websites may attract individuals with highly value individualism. This may inadvertently limit diversity. Findings also suggest that providing an opportunity to contact an employee is likely to attract individuals with high rather than low levels of collectivism.

Content displayed on e-recruiting websites may inadvertently limit diversity in organizations.

This was the first study to examine the effects of the congruence of individual cultural values with organizational values, and the opportunity to contact an employee on attraction in an e-recruiting context.

Using early recruitment and workplace diversity literature, the purpose of this paper is to investigate how employee recruitment statements regarding employment-at-will moderate the effect that gay, lesbian, bisexual, and transgender (GLBT)-supportive recruitment statements have on job seekers’ job pursuit intentions (JPI) and attraction toward a firm.

A between-subjects, cross-sectional experimental design was used where subjects answered self-report questionnaires after viewing mock recruitment web ads. The ads included statements where the condition for job security or at-will employment and GLBT-supportive or equal opportunity employment climates were manipulated.

The paper provides empirical insights about how gay-friendly work climate perceptions impact the organizational attractiveness and JPI of job seekers. Furthermore, the results suggest that the combination of recruitment strategies affect subjects differently based on their individual level of heterosexist attitudes.

Because of the chosen research approach, research results may lack generalizability and be affected by social desirability effects. Because a cross-sectional design was used, causality cannot necessarily be inferred. Therefore, researchers are encouraged to test the proposed propositions further.

The implications of these findings will assist human resources managers in creating cultures of tolerance within their workforce by helping them better understand who their recruitment methods target, and how to effectively use statements in recruitment literature to attract tolerant workers.

There is limited research that investigates the effects that diversity statements supportive of sexual minorities have on job seekers. A major contribution of the current study is the empirical evidence supporting the understanding of how individuals are affected by recruitment literature containing statements in support of sexual orientation employee diversity.

Grounded in the extended technology acceptance model and dual-process theory, the purpose of this paper is to develop a research model to examine the impact of company-dependent (e.g. recruitment web sites) and company-independent (e.g. social influences) information sources on job seeker perceptions of organizational attractiveness.

Utilizing data collected from 193 participants in Taiwan, various relationships in the research model are tested using the partial least squares approach.

The results indicated that job seeker beliefs (perceived usefulness and perceived ease of use) of recruitment web sites and social influence factors (informational and normative social influences) are important antecedents of organizational attractiveness. Furthermore, system quality affects perceived ease of use, while information quality and service quality influence both perceived ease of use and perceived usefulness of recruitment web sites.

Organizations need to put time and effort into ensuring that job seekers are satisfied with the information and service quality of recruitment web sites, since these two service-oriented web site features can enhance job seeker perceptions of organizational attractiveness. Additionally, perhaps the recruitment web sites can add links designed specifically for the social influencers such as parents, significant others, or teachers.

The empirical approach is novel to the recruitment literature, and this study demonstrates its viability in providing a more comprehensive examination of the role of recruitment-related information sources for organizational attractiveness perceptions. These contributions also have practical implications for organizations: understanding how various recruitment-related information sources are likely to affect job seeker attraction and application decisions may improve organizational recruitment effectiveness by building a well-designed recruitment web site and positive word of mouth from existing employees.

The purpose of this paper is to explore whether salary and job interest moderates the relationship between corporate image and willingness to apply for a job and to examine that salary or job interest has a stronger influence on willingness to apply for a job.

Research data were obtained through questionnaires by the method of convenience sampling, distributed in employment expos and career guidance centers in Taichung and Chiayi area, Taiwan. In total, 300 questionnaires were collected. Excluding the invalid questionnaires, there were 285 valid questionnaires. Then, the study applied hierarchical regressions to test moderating effects and each hypothesis.

The study found that corporate image, salary, and job interest have significant positive effects on willingness to apply. In order of level of influence on willingness to apply, the factors successively are job interest, salary, and corporate image. Both salary and job interest will exert moderating effects on willingness to apply, and job interest has a stronger influence than salary.

This study was limited on sample selection from only two regions, in addition to time and space restrictions. However, the research results still help an employer to understand the priority factors that may influence a job seeker’s decision to apply for a job.

A company with a good corporate image and generous salary system can enhance the interest of job seekers. At the same time, if the job content is consistent with the interest of the job seekers, they will be more eager to apply. It would be beneficial for both enterprises and applicants when the right candidate in the sea of job seekers is chosen for the right job.

The study aims to understand the signaling effects of two major recruitment advertisement (ad) contents – job attributes and organizational attributes (OA) – on the perceptions and application intentions (AIs) of potential job seekers.

A fictitious faculty job ad based on existing real ads was created as a stimulus and the responses to the ad were collected from 270 job seekers of the academic domain in India. The partial least square-structural equation modeling was used to test the hypothetical relationships.

Drawing from the concept of signaling theory and instrumental-symbolic framework, the results revealed that job attributes and OA exhibit strong signals that generate the following perceptual outcomes in a job seeker – organizational attractiveness, attitude and person-organization fit. These perceptual outcomes mediated effectively to induce an AI in a job seeker. Signals from information on job attributes had a more significant effect on the job seeker than signals from information on OA.

The outcome of the study provides preparatory guidelines to academicians, institutional recruiters and recruitment agencies in posting an effective job ad.

From an Indian context, this is the first paper to present distinctive job advertising strategies to be implemented in the academic institutional recruitment communication.