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This paper aims to reflect on issues concerning online and social media recruitment in hospitality organisations. It considers the implications for employers and prospective employees, discussing areas of mutual relevance.

The paper draws on existing research to examine the subject of online and social media recruitment. Secondary sources are used to provide a framework for the consideration of online and social media recruitment for hospitality organisations. A model for understanding online- and social media-empowered hospitality recruitment is proposed.

Considerations for employers include website attributes, issues of fairness in the recruitments process and brand reputation. For prospective employees, the considerations centre on public and private online profiles. Considerations common to both include the value of an online presence, the blurring of boundaries in online information and legal implications.

This is a discussion paper drawing on evidence from previous research to explore recruitment issues in the hospitality industry. It raises the profile of recruitment issues, mapping the field and providing the basis for further exploration.

The paper provides a basis for understanding the impact of online and social media recruitment trends and issues and considers the implications for hospitality employers and prospective employees.

The paper’s contribution is its reflection on debates from different disciplines and in offering the dual perspective of employers and potential employees from which to consider emerging themes as they relate to online- and social media-empowered recruitment.

The paper aims to examine how employees influence their employer’s brand by applying Taylor’s (1999) six segment message strategy wheel in an employee influencer context.

The research uses a content analysis of employees’ public social media posts – including captions and images – to analyze the message strategies employees use to promote their employers.

While ego and social were popular message strategies in both the images and captions, the findings evidence the varying message strategies employees use in text-based versus image-based messages. Four “imagined audiences” of employee influencers are identified: current customers, prospective customers, current employees and prospective employees.

The research provides insight into how employees act as influencers in building their employer brand on social media.

A unique measurement tool is developed that can be used by companies and future researchers to decode employees’ online communications.

This research contributes to theory and practice in the following important ways. First, the research provides a modernization of an existing framework from an offline setting to an applied industry context in an online setting. Second, this research focuses on a subtype of social media influencer, the employee influencer, which is an underdeveloped area of research. Third, a unique measurement tool to analyze text-based and image-based social media data is developed that can be used by companies and future researchers to decode employees’ online communications.

Service‐dominant logic of marketing claims that employees' knowledge and skills are the firm's only sustainable advantage. The purpose of this paper is to analyze the importance of branding in attracting the right employees.

This paper employs the image congruency hypothesis and social norms from consumer behavior. To test the hypotheses empirically, it uses a scenario‐based survey of respondents recruited from job‐seeking graduate students.

Based on data sampled and analyzed, it finds that both image congruency between prospective employee and preferred employer and social norm weigh in when job seekers decide on the preferred employer.

The paper tests the model only on first‐time job seekers. This group may have greater desire to find a job than employed job seekers do. However, it believes that image congruency and social norm will impact the latter group's attitudes regarding employer.

For managers who need to differentiate their market offering the findings illuminate the importance of branding and brand building not only in the consumer market but also in the labor market. It is all about attracting the right customers and moreover, the right employees to serve them.

To the knowledge, this is the first study in the field of employer branding that uses the image congruency hypothesis to study branding in the labor market, thereby linking branding to organizational behavior.

To examine the organizational attributes that attract final-year management students towards organizations. The paper aims to study the already adopted employer branding strategies and the preferred channel through which organizations should promote employer attractiveness. Based on previous studies and current findings, a conceptual model on employer branding process has been developed and presented.

This article is based on semi-structured interviews, survey results and review of academic employer branding models.

It was found that among the students, most preferred organizational attributes were organizational culture, brand name and compensation. Students rated job portal to be the preferred channel for employer attractiveness. The study showed that there exists a significant and positive correlation between strong brand image and likelihood to apply.

The survey sample was limited to private business schools only.

One of the sources for hiring on which corporate rely heavily is private business schools. This study provides the employers an insight to make their strategies for employer branding more effective. In the process, it benefits the prospective employees as well.

The study provides valuable inputs for formulating effective employer branding strategies. The novelty of the study is the conceptual model on the process of employer branding. One of the highlights of which is preferred communication channel for effectiveness of the strategies.

To inform and optimize frontline service interactions associated with higher education recruitment, the linguistic content and context of online posts by brand ambassadors and prospective students in a brand community are examined.

Using Linguistic Inquiry Word Count (LIWC) with content analysis, the authors examine over 20,000 online communication posts to identify prospects’ needs and communication styles that may inform brand ambassadors’ outreach efforts.

Analysis reveals linguistic differences between brand ambassadors’ and prospective students’ posts across public and private spaces, suggesting gaps in exchange efficacy. Publicly, prospects express more positive emotion, affiliation and authenticity than in private posts, where posting engagement is the highest. Prospects overall low clout language, combined with brand ambassadors’ low authenticity scores, suggest limited influence in exchange efforts. Theoretically, findings suggest that given the hedonic nature of public exchanges, this is where brand ambassadors may be more influential than in private, utilitarian informational exchanges. An integrated influencer marketing servicescape model is developed to guide future research.

Findings extend and integrate the online servicescape and influencer marketing literatures by revealing the importance of service interaction context and linguistic styles in enhancing frontline informational exchanges. Aligning linguistic language such as analytical thought, clout, authenticity, emotional tone, temporal focus and affiliation between public and private contexts may enhance authenticity in frontline service interactions, thereby enhancing communication effectiveness.

To examine the employer brand attributes that attract students to various organisations. This paper studies the perceived importance levels of students in the context of employer brand dimensions.

This paper is based on a well-administered and structured questionnaire with survey results to test the effectiveness of the employer brand model. The researcher received a convenience sample of 416 filled questionnaires out of the 550 distributed questionnaires. Independent sample and paired sample t-tests were run to test the hypotheses.

Development value emerged as the most potent factor, whereas interest value emerged as the least favoured characteristic of an employer brand. Further analyses revealed no significant differences regarding the perceived levels of importance for dimensions of employer brand in relation to gender. Distinct significance levels are associated with various dimensions of employer brand, so companies should carefully emphasise and facilitate those dimensions. The managers could design their job advertisements to attract skilled employees based on the essential values depicted in this study.

The study contributes valuable suggestions for organisations to formulate an effective employer brand for successful recruitment strategies.

In this chapter, we explore the changing role of social media and its increasing influence in the recruitment and selection process. Access to social media platforms such as Twitter, Facebook, and LinkedIn as profiling tools both inside and outside the workplace is generating a number of potential ethical, legal, and moral dilemmas in the human resource management (HRM) field.

This is a conceptual chapter which analyzed peer-reviewed academic literature, the business press, and other media outlets.

This conceptual chapter outlines the key issues for HR academics and professionals in the area of recruitment and selection associated with the changing role of social media in the workplace, and how it indirectly affects a number of other HR practices. Certain emergent practices such as cyber-vetting and applicant data mining demonstrate a deficiency in moral, ethical, and legal frameworks. The lack of attention paid to these new HR risks highlight the skill gap within the HR profession to handle information and data security challenges, any of which can be exacerbated due to social media.

In order to assist HR in tackling these challenges, we conclude with a number of recommendations for HR practitioners.

The chapter helps raise awareness and understanding of this new and emerging aspect of digital HRM.

We provide a framework for a broader understanding of the issues associated with cyber-vetting and its potential impact on HRM policies and practices.

This paper seeks to clarify the process that leads employees and prospective applicants to be attracted to remain with the organization or apply for a job offer in private companies in Zhejiang, China.

The paper applies concepts from marketing to people management, particularly the concept of brand equity. It proposes, on the basis of a literature review and preliminary interview data in three private companies in Hangzhou, Zhejiang, that prospective applicants and employees evaluate job offers or organizational positions based both on organizational attractiveness (OA) and on employee‐based brand equity (EBBE) perceptions. It then presents a model of the relationship between OA and EBBE for future research in China, proposing the particular importance of the dimensions “economic value”, “development value” and “social value” for Chinese employees. It then suggests implications for future research and practice, especially the relationship between OA and EBBE for both Chinese employees, job seekers and applicants.

The private economy is significant to China, accounting for 65 per cent of gross domestic product (GDP) and 56 per cent of total tax revenue. For Zhejiang, a private economy‐dominated province, talent recruitment and turnover are problems that hinder future development. OA and EBE may play a key role in intentions to accept a job offer, and as a mediator and a key variable in the initial recruitment.

The paper draws on preliminary interview studies in China to propose a framework for future research to clarify the role of OA and EBBE in Chinese job choice intentions and behaviours.

Recruitment messages and internal branding communications should focus on EBBE so as to influence OA perceptions and job intentions in China. Social, economic and development value are suggested as particularly important dimensions of EBBE in China.

The study clarifies the role of OA and EBBE in the process that leads to the intention to apply, respond to job offers, and remain with the organization, and discusses implications for further research and practice in China.

This study aims to critically review new developments in the law of tort dealing with employee references.

The author analysed various sources including statutes, articles and case law to determine current position. This paper will consider new developments in the law of tort dealing with employee references. The real issue for an employee arises when an employer or their manager provides them or their prospective new employer with an employment reference about them that is untrue or misleading. The impact on the employee might be that they lose a job opportunity and/or suffer damage to their reputation. In these circumstances, the subject of the reference currently has legal redress under the law of tort under both common and statute laws. This paper will concentrate on analysing the legal redress available under the law of tort and critically review this legal process in light of recent legal decisions and other legal developments. There have been various statutory developments in the area of tort which could apply here that they have resulted in the scope for a legal action being considerably limited. These have been highlighted. Also, recent cases have presented obstacles to future claims being brought in certain circumstances and these have been analysed.

The outcome of this is that pursuing a claim under the law of tort more has been made more difficult for the employees affected and accordingly is less likely to be successful. This is clearly a serious issue that deserves recognition and possibly changes in the law. A conclusion which this article supports.

To the best of the author’s knowledge, little has been written on this topic to date, so this paper will fill a serious void.

Talent management is a twenty-first-century concern. Attracting talented individuals to organizations is an important source for firm competitive advantage. Building on signaling theory, this paper proposes that corporate social responsibility (CSR) can be an important tool for talent recruitment.

Across two studies, this paper found support for this hypothesized relationship. In Study 1, a job advertisement was manipulated to include information about CSR and tested it in two groups of 120 master’s degree students who would be in the job market within the year. It was found that CSR was an important factor that increased organizational attractiveness. In Study 2, with 532 external talented stakeholders of 16 organizations, our findings were replicated and advanced by testing whether perceptions of CSR practices (internal and external) influenced perceptions of organizational attractiveness and if this relationship was mediated by organizational reputation.

This study found that perceptions of internal CSR practices were directly related to both organizational attractiveness and firm reputation. However, perceptions of external CSR practices were related only to organizational attractiveness through organizational reputation.

The article’s one of the main limitations has to do with generalizability of the results and the potential common method variance bias.

The findings demonstrate that CSR can play an effective role in attracting potential employees, through enhancement of organizational reputation and organizational attractiveness. If organizations are willing to implement practices that protect and develop their employees, along with practices that improve the quality of the natural environment and the well-being of the society, they can become an employer-of-choice.

This study expands on previous studies by including an experimental design, including two types of CSR practices and a mediating variable in this field study.