Search results

Drawing on in-depth interviews and observations in Denmark and the United States, this chapter compares discourses and experiences of young unemployed professionals engaged in networking. Common across both sites is the kind of emotional labor perceived to be required for effective networking, with workers frequently drawing on romantic dating as a key metaphor. However, engagement in such emotional labor is more intense and pervasive for American jobseekers, while Danish jobseekers express greater concern about potential exploitation of the other party, corruption, and pressure to conform to norms of marketability. The chapter discusses possible links among networking experiences, hiring practices and political-economic contexts in the United States and Denmark.

The purpose of this paper is to examine the employed jobseekers' perceptions and behaviours of third‐party e‐recruitment technology adoption in Malaysia.

Using the validated modified Technology Acceptance Model (TAM) without the attitude construct as the core research framework and identifying Perceived Privacy Risk (PPR), Performance Expectancy (PE), Application‐Specific Self‐Efficacy (ASSE), and Perceived Stress (PS) as key external variables that form the research model for the study of e‐recruitment technology adoption.

The results identify few key determinants to this technology adoption. Moreover, the weak evidence of the behavioural intention indicates that e‐recruitment has not replaced some of the conventional recruitment methods.

The study implies that the third party e‐recruiters' policy makers and human resources practitioners need to improve the e‐recruitment system and services to attract these “passive” talented groups of candidates for employment.

The paper provides an insight for human resources practitioners on the effective use of third‐party e‐recruitment service provider and the strategy to attract employed jobseekers for employment.

The purpose of this paper is to build on previous studies on the link between objective and subjective person-organization fit (P-O fit) and argue that the strength between objective and subjective fit is contingent on advertisement attractiveness and organizational image. Accordingly, the authors observe if advertisement attractiveness and organizational image help to strengthen the objective-subjective P-O fit relation.

The authors conduct a survey among 942 individuals and compare between prospective jobseeker (n=629) and actual jobseeker (n=313) subsamples.

Generally, the authors show that ad advertisements positively moderates the relation between objective and subjective fit. Moreover, the authors show that advertisement attractiveness moderates the relationship between objective and subjective fit for prospective jobseekers while the moderating influence of advertisement attractiveness is not significant for actual jobseekers. Organizational image, however, is shown to act as a negative moderator, particularly for the actual jobseeker sample.

The authors aim to contribute to prior research by emphasizing how the link between objective and subjective P-O fit can be elevated by cues such as advertisement attractiveness and might be disturbed by a very good organizational image.

This study informs practitioners how two important recruitment signals, job advertisement and organizational image, influence the transmission of objective into subjective fit and thus help firms to improve their recruitment efforts.

Even though many studies support the effects of P-O fit on organizational attractiveness or application intentions, only little is known in terms of how the relationship between the two dimensions of P-O fit – objective and subjective fit – can be positively influenced. Hence, there is a lack of understanding of how firms can focus their recruitment efforts effectively on highly fitting individuals.

The purpose of this paper is to investigate the consequences of jobseeker decision-making style on information search behaviour, information evaluation and perceptions of organisational attractiveness (OA). In this study, the authors assess whether, when presented with a realistic job information searching scenario of receiving basic job information from a typical formal short job advertisement, maximisers and satisficers differ on need for further information and evaluation of further information from informal information sources in relation to valence and tie strength.

A scenario-based experiment was conducted on 280 participants from the USA, with work experience in retail, using Amazon Mechanical Turk.

The results show that, compared to satisficers, significantly more maximisers chose to search for further information about the company/vacancy after receiving a typical short advertisement message. Furthermore, the results highlight the moderating effects of decision-making style (maximiser vs satisficer), tie strength (strong-tie vs weak-tie provider) and message valence (positive vs negative) on jobseekers’ perceived OA.

Companies seeking to increase their candidate pool should consider accommodating the different decision-making styles of jobseekers by carefully designing the content of recruitment information and utilising recruitment information sources. Although conducted in just one sector, the ubiquity of the maximiser/satisficer decision-making style implies further research to assess the implications for other sectors.

Research on decision-making style in recruitment is relatively limited. This study demonstrates the differences between maximisers and satisficers in terms of job-related information needs, and the evaluation of the source/content, when searching for a retail trade job.

The purpose of this paper is to test the impact of selected characteristics of jobseekers on employers’ decisions regarding potential hires (direct and probabilistic signals). The main focus of the study is to test the impact of jobseekers’ participation in selected active labour market programmes on employers’ hiring decisions for three positions: unskilled worker, skilled worker and administrative employee. Other characteristics tested include age, gender, presence of children in the household, state of health, experience of short- and long-term unemployment and indebtedness.

This study analyses data from a representative survey of employers with five or more employees in the Czech Republic. The survey was conducted in December 2020 using stratified random sampling, combining online questionnaires and personal interviews. The study includes 1,040 employers and uses the factorial survey experiment (FSE) design.

The results of the FSE suggest that the perceived positive impact of completing one of the activation programmes depends on the position for which the candidate is being recruited. While for the unskilled job category, the completion of any of the tested schemes (training, subsidised jobs or public works) had a positive effect; for the skilled job category, only the training and subsidised jobs schemes had a positive effect; and for the administrative job category, public works programme even had a negative effect.

A somewhat limiting factor in the context of this study seems to be the definitions of the positions tested (unskilled and skilled workers and administrative staff). The decision-making of the respondents was somewhat restricted by such broadly defined categories. Typically, studies with FSE designs have a focus on a specific sector of the economy, which allows for a better definition of the positions or jobs under test. The relationship between position and the impact of individual characteristics is clearly a matter for further research.

The results of the study confirm that completion of the activation programme, as well as other candidate characteristics, constitute differentiating signals for employers that influence their hiring decisions. At the same time, there is evidence that the training programme and the subsidised jobs programme are effective in terms of increasing participants’ chances of employment.

The demand side should be included in the evaluation of activation policies. The design of the FSE provides an appropriate way to test the impact of activation measures on the decision-making of employers.

Perceptions of employment histories are important insofar as they influence future job prospects. Critically, in light of the current pandemic, wherein many individuals are likely to have unanticipated employment gaps and/or temporary work experiences, this exploratory study aims to seek a better understanding of the signal associated with temporary employment histories, which is particularly germane to individuals' employment trajectories and a successful labour market recovery.

Drawing primarily on signalling theory and using a simulated hiring decision experiment, the authors examined the perceptions of temporary employment histories, as well as the period effect of COVID-19, a major exogenous event, on the attitudes of fictitious jobseekers with standard, temporary and unemployment histories.

The authors find that prior to COVID-19 unemployed and temporary-work candidates were perceived less favourably as compared to applicants employed in a permanent job. During the COVID-19 pandemic, assessments of jobseekers with temporary employment histories were less critical and the previously negative signal associated with job-hopping reversed. This study’s third wave of data, which were collected post-COVID, showed that such perceptions largely dissipated, with the exception for those with a history of temporary work with different employers.

The paper serves as a reminder to check, insofar as possible, preconceived biases of temporary employment histories to avoid potential attribution errors and miss otherwise capable candidates.

This paper makes a unique and timely contribution by focussing and examining the differential effect of economic climate, pivoted by the COVID-19 pandemic, on perceptions of temporary employment histories.

Brands are relevant to multiple stakeholders and, as such, can have multiple meanings. Drawing on branding and stakeholder marketing theory, the purpose of this study was to provide in-depth insights into knowledge dynamics related to the so-called family business brand across different stakeholder perspectives.

This study combines advanced brand concept mapping (BCM) with a scenario technique to graphically capture consumers’ and jobseekers’ brand knowledge related to the family business concept in the form of association networks.

Findings show both a shared core meaning (e.g. associations such as “tradition” or “owner-managed”) and stakeholder-specific associations (e.g. consumer perspective: “high product quality,” “handmade”; jobseeker perspective: “appreciation within the company,” “outdated”). Significantly, the results reveal detailed insights into cross-stakeholder knowledge dynamics regarding the associations’ interconnections, strength and favorability.

By combining BCM with a scenario technique, this study adopts an approach that is aimed at better understanding and comparing brand knowledge with respect to the family business brand across multiple stakeholder perspectives. Given the prevalence of family businesses, this research enhances the theoretical and practical understanding of a branding resource that is often available but rarely exploited.

The purpose of this paper is to explore the matching process before and after the Great Recession in the Netherlands. The Dutch case is interesting because it is characterised by increasing matching efficiency.

This paper uses data from 2001 to 2014 to study the Dutch labour market matching process accounting for the three labour market states and their heterogeneities.

The elasticity of hires with respect to the short-term employed was significant, positive and countercyclical, while elasticities relating to new entrants were procyclical. The matching function (MF) displays constant returns to scale (CRTS) when using an alternative labour supply (LS) measure that includes the short-term employed as jobseekers. The findings are at odds with the idea of mismatch and a shortage of skills. Search frictions for employers were lower and vacancies were filled faster. This can be related to the fact that in a loose labour market context with increasing short-term employment, employers increase their hiring of employed workers which generates negative externalities on unemployed.

The implications concern the specification of the MF and the CRTS assumption when using unemployment as a LS measure.

The purpose of this paper is to use personal fuzzy demand, assisted by system computing to find a job, using job search systems to achieve this goal.

The search system uses the fuzzy goal programming (FGP) method by setting personal preferences as property values and screening the data for comparison and calculation. By presenting information sorted by the inputted property values, the methodology suggests the best job options.

FGP algorithms make job-searching systems meet the needs of users better, which can really affect jobseekers’ approaches to pursuing work.

As it has only considered the local cultural environment, this paper’s findings are limited by being confined to Taiwanese samples.

The experimental results of the proposed method have been compared with other websites to show their effectiveness.

This paper has assisted personal decision making using FGP applied to the internet which has seldom been studied previously.

The purpose of this paper is to analyse the causes of unemployment in Ghana from both labour demand and supply perspectives based on most recent cross sectional data set from one nationally representative household survey and a baseline survey for Millennium Development Support.

A logit regression estimation technique is applied to two different household survey data sets of 2008 and 2013 to capture the effect of labour demand and supply on unemployment.

Using education and age as capability variables to represent supply factors, unemployment is found to increase with education, and declines with age, confirming higher unemployment rate among the youth, than the old. The paper also observes strong influence of demand factors on unemployment based on relatively higher incidence of unemployment fulltime jobseekers relative to part-time jobseekers and seekers of formal or wage-employment and self-employment or SMEs compared with those seeking any job. Other factors such as the individual’s reservation wage, marital status, sex and poverty status as well as their rural-urban location are also found to cause unemployment in Ghana.

Unemployment as a result of the inability of individuals to obtain a job of their choice in the midst of strong economic growth in Ghana suggests weak employment content of growth. In contrast, an increasing phenomenon of unemployment with education also reflects a problem of skill mismatch between skills churn out by education and training institutions and skills requirement by firms in the labour market.

The originality of the paper and its contribution to existing literature largely emanate from the inclusion of demand factors in a cross sectional analysis of causes of unemployment.