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1 – 10 of over 24000
Article
Publication date: 1 March 2004

Christopher O.L.H. Porter, Donald E. Cordon and Alison E. Barber

One aspect of attracting new employees that has historically been ignored by recruitment researchers is salary negotiations. In this study, we used a hypothetical scenario design…

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Abstract

One aspect of attracting new employees that has historically been ignored by recruitment researchers is salary negotiations. In this study, we used a hypothetical scenario design to depict salary negotiation experiences in which we varied the levels of salary offer, the behavior of a company and its representative, and the deadlines for receiving a signing bonus. MBA students served as study participants who read the scenarios and responded to questions about perceived organizational attractiveness and job acceptance decisions—two important recruitment outcomes. As hypothesized, our results indicated that salaries, a company's responsiveness to candidate questions, and a company representative's expression of derogatory comments all impact recruitment outcomes. However, exploding signing bonuses had no significant effects, calling into question the negative connotation practitioners have of exploding compensation schemes. Our justice framework revealed that many of the effects that we found for our manipulations on participants' judgments regarding our recruitment outcomes were mediated by perceptions of organizational justice. Finally, we found some evidence of the frustration effect, as procedures that were considered fair worsened rather than mitigated the negative effects of unfair outcomes on job acceptance decisions.

Details

International Journal of Conflict Management, vol. 15 no. 3
Type: Research Article
ISSN: 1044-4068

Keywords

Article
Publication date: 8 July 2021

Dmitry Kucherov and Victoria Tsybova

The purpose of this paper is to investigate the impact of e-recruitment practices on e-recruitment outcomes in Russian companies.

2486

Abstract

Purpose

The purpose of this paper is to investigate the impact of e-recruitment practices on e-recruitment outcomes in Russian companies.

Design/methodology/approach

This study uses the quantitative approach based on a survey of a sample encompassing 449 companies in Russia.

Findings

E-recruitment practices are positively related to e-recruitment outcomes. However, e-recruitment usage does not mediate the relationship between e-recruitment practices and e-recruitment outcomes.

Research limitations/implications

The extent to which the findings of this research can be generalized is constrained by a single country and cross-sectional data.

Originality/value

The current study is the first to present the e-recruitment practices, including both internet-based ones and internal technology-enabled solutions, within the overall context of human resource management (HRM) digitalization in the companies and specific HRM outcomes.

Details

Measuring Business Excellence, vol. 26 no. 3
Type: Research Article
ISSN: 1368-3047

Keywords

Article
Publication date: 13 April 2020

Ashutosh Muduli and Jeegnesh J. Trivedi

Recruiters’ decision to use recruitment methods (RMs) depends on several expected outcomes such as number applications, quality of applicants, speed of filling up vacancy, post…

4787

Abstract

Purpose

Recruiters’ decision to use recruitment methods (RMs) depends on several expected outcomes such as number applications, quality of applicants, speed of filling up vacancy, post joining job performance, absenteeism, commitment and satisfaction of the applicants. RMs may vary from each other in terms of its capability to communicate different type of information. The current research aims at exploring recruiter's intention to use RMs like job advertisement (JA), online recruitment (OLR) and social media in reference to several recruitment outcomes (ROs). Further, the role of information credibility and sufficiency (ICS) on recruiter's intention to use has been studied.

Design/methodology/approach

Data were collected from 242 recruiters from the manufacturing and service sector of India. The survey instrument consists of RMs, recruitment outcome and credibility and satisfaction that are identified following the theory of planned behavior (TPB). Confirmatory factor analysis (CFA) was used for a simultaneous assessment of overall and specific elements of measurement validity and reliability. Structural equation modeling (SEM) is used to test the hypothesized model.

Findings

The result shows that RMs significantly relates with ROs. In detail, social media recruitment (SMR) significantly relates with pre ROs and post ROs; OLR significantly relates with pre ROs and post ROs and JA significantly relates post ROs. Only JA insignificantly relates with pre ROs. The result also supports the hypothesis that ICS acts as a mediator between the influences of RMs on ROs.

Research limitations/implications

The result of the study has important theoretical and managerial implications. The theoretical implication is explained from the perspective of signaling theory (ST) and elaboration likelihood model (ELM) theory.

Originality/value

The study is unique as multiple RMs have been studied with reference to both pre and post ROs using the data collected from the recruiters.

Details

Benchmarking: An International Journal, vol. 27 no. 4
Type: Research Article
ISSN: 1463-5771

Keywords

Article
Publication date: 8 February 2011

Anthony Celani and Parbudyal Singh

The purpose of this paper is twofold. First, to discuss the application of a multi‐level perspective to signaling theory in a recruitment context. Then to discuss how the…

16324

Abstract

Purpose

The purpose of this paper is twofold. First, to discuss the application of a multi‐level perspective to signaling theory in a recruitment context. Then to discuss how the integration of signaling theory and the social identity approach may provide an improved understanding of the associations between an organization's recruitment activities and applicant attraction outcomes. The paper, first, summarizes the existing research and theoretical developments pertaining to signaling theory, multi‐level theory, and the social identity approach. From this literature a theoretical model from which research propositions are developed is suggested.

Design/methodology/approach

This is a literature review, within recruitment contexts, on signaling theory, the association between market signals and applicant attraction outcomes, and the integration of signaling, social identity, and self‐categorization theories as a theoretical foundation for research propositions.

Findings

Despite widespread acceptance of signaling theory in recruitment research, surprisingly little is known about the boundary conditions in the association between an organization's recruitment activities and applicant attraction outcomes.

Practical implications

A greater understanding of the application of signaling theory will enable managers to design and administer recruitment activities and processes in order to improve applicant attraction to recruiting organizations.

Originality/value

This paper fills a void in the recruitment literature by integrating signaling theory, social identity theory, and self‐categorization theory and providing avenues for future work.

Details

Personnel Review, vol. 40 no. 2
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 1 February 2003

Mary L. Connerley, Kevin D. Carlson and Ross L. Mecham

Despite general assumptions that recruitment is important to organizational success, little empiric evidence exists to confirm that different recruitment approaches lead to…

3664

Abstract

Despite general assumptions that recruitment is important to organizational success, little empiric evidence exists to confirm that different recruitment approaches lead to meaningful differences in attraction outcomes. This study begins to address this research need by examining the attraction outcomes of firms competing head‐to‐head for recruits for similar positions. Results of an analysis of 391 applicant pools representing 18 different job families suggest that applicant pool quality can vary substantially within and across job families. Utility estimates, based on the hiring of a single employee and using Grade Point Average (GPA) as a measure of applicant quality, produced differences within applicant pools for hiring a single individual valued as high as $15,000. The average difference between the highest and lowest quality applicant pools across 18 job families was $6,394.45 (SD = $3,533.20).

Details

Personnel Review, vol. 32 no. 1
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 11 May 2020

Ashutosh Muduli and Jeegnesh J. Trivedi

The increased popularity of social media has been prompting the recruitment managers to use social media recruitment. Very little has been studied on the effectiveness of social…

2475

Abstract

Purpose

The increased popularity of social media has been prompting the recruitment managers to use social media recruitment. Very little has been studied on the effectiveness of social media recruitment from the recruiter's perspective. Influenced by the diffusion of innovation theory, the study measures the usefulness of social media recruitment through various prehire and posthire recruitment outcomes. The study also used the media richness theory to examine the role of credibility and satisfaction as a mediating variable.

Design/methodology/approach

Data has been collected from the recruiters in the public and private sector of India. Available literature is studied to develop survey instrument validated through experts from industry and academia. Pilot study was conducted to test for any construct weaknesses. Data is analyzed using AMOS.

Findings

The study result proved that social media recruitment is significantly related to both prehire outcomes and posthire outcomes. The result also proved the mediating effect of credibility and satisfaction and suggests recruitment practitioner to emphasize on disseminating credible, relevant and sufficient information through suitable communication mode.

Practical implications

HR professional to be careful about the information provided through a social media recruitment method. Practitioner to establish credibility of the information to create a sense of satisfaction by the applicants toward the information. Thus, as the information becomes more credible, the attraction to the organization also increases, which in turn results in more applicants applying for the job.

Originality/value

This is the first quantitative study to examine effectiveness of social media recruitment under the influence of mediator – credibility and satisfaction considering the data from the recruiters.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. 8 no. 2
Type: Research Article
ISSN: 2049-3983

Keywords

Article
Publication date: 17 June 2021

David Smith

The authors were motivated to carry out their study by the increasing popularity of social media as a recruitment tool. They focused on the recruitment managers as previous…

640

Abstract

Purpose

The authors were motivated to carry out their study by the increasing popularity of social media as a recruitment tool. They focused on the recruitment managers as previous studies have concentrated on the experiences of the candidates.

Design/methodology/approach

The authors wanted to test two hypotheses. The first one was split into two parts – Hypothesis 1A was that: “Recruiters intentions to adopt SMR are significantly related to pre-hire ROs.” And Hypothesis 1B was that: “Recruiters intentions to adopt SMR are significantly related to post-hire ROs.” Their second hypothesis was that: “CS (credibility and satisfaction) will mediate the relationship between SMR intention and ROs”. They surveyed 240 recruitment managers in the manufacturing and services sector, in Gujarat, India.

Findings

The results confirmed both of the hypotheses. Firstly, the responses showed that recruiters intended to use social media as it provides pre-hire benefits. Similarly, results showed SMR is more compatible, less complex and ensures better trialability and observability. Secondly, the research showed SMR intentions are significantly related to post-hire ROs. The study proved that SMR was “cost-effective, attracts better talents and retains them”.

Originality/value

The study suggested social media sites like Facebook could maximize the number of applicants and be more effective than traditional advertising in targeting passive job seekers. Second, it showed managers could optimize their SM post-hire outcomes to improve talent retention. Third, the results suggested that SMR could attract dream candidates by providing credible information. Finally, HR departments needed to understand social media complements rather than replaces traditional recruitment methods.

Details

Human Resource Management International Digest , vol. 29 no. 5
Type: Research Article
ISSN: 0967-0734

Keywords

Article
Publication date: 9 October 2017

Chih-Lun (Alan) Yen

The purpose of this study is to explore the tradeoff between person-job (PJ) fit and person-organization (PO) fit by new job seekers across different recruitment stages and the…

1597

Abstract

Purpose

The purpose of this study is to explore the tradeoff between person-job (PJ) fit and person-organization (PO) fit by new job seekers across different recruitment stages and the influence on their job choice decisions.

Design/methodology/approach

A time-lapse research design was adopted with data from a survey over a two-year period of college students majoring in hospitality and tourism management at different recruitment stages (i.e. generating applications, maintaining applicant status and making a job choice).

Findings

The results suggest that PJ fit has a stronger influence on job choice decisions than PO fit, and both fit perceptions are consistent across recruitment stages. However, the difference between the two fit perceptions may be affected by direct interactions with recruiters at career fairs and interviews.

Practical implications

When recruiters start interacting with job seekers during the initial stage of the recruitment process, the recruiters are more likely to receive a favorable job choice decision from these potential applicants. Additionally, recruiters should create a positive perception of hiring companies and jobs through career fairs or other face-to-face communications to keep job seekers interested and maintain their applicant status throughout the recruitment stages.

Originality/value

This paper explores important factors that influence job seekers’ job choice decisions throughout the recruitment process with three main stages, which provides a more holistic overview of the transition of job seekers’ fit perceptions of the job and the organization. It also provides empirical support for current understanding of recruitment issues in the hospitality industry.

Details

International Journal of Contemporary Hospitality Management, vol. 29 no. 10
Type: Research Article
ISSN: 0959-6119

Keywords

Article
Publication date: 6 August 2019

Cristina M. Giannantonio, Amy E. Hurley-Hanson, Sharon L. Segrest, Pamela L. Perrewé and Gerald R. Ferris

The purpose of this paper is to gain a better understanding of the effects of recruiter friendliness and both verifiable and non-verifiable job attributes in the recruitment

1708

Abstract

Purpose

The purpose of this paper is to gain a better understanding of the effects of recruiter friendliness and both verifiable and non-verifiable job attributes in the recruitment process.

Design/methodology/approach

In total, 498 participants watched a videoed simulation of a recruitment interview and completed a questionnaire. Three-way analysis of variance (ANOVA) was used to test the interaction and main effect hypotheses.

Findings

Applicant reactions were more favorable with a friendly recruiter. The more favorable the verifiable job attribute information (JAI), the more favorable the applicant reactions were to the employment opportunity. Compared to applicants who received negative or no non-verifiable JAI, applicants who received positive or mixed non-verifiable JAI were more attracted to the recruiter, perceived the employment opportunity as more desirable, and were more willing to pursue the employment opportunity. Reactions were most favorable in the positive non-verifiable JAI condition, less favorable in the mixed condition, and least favorable in the negative condition. Surprisingly, the “no information” mean was above the negative information condition.

Originality/value

This fully crossed 2 × 3 × 4 experiment simultaneously examined 2 levels of recruiter friendliness, 3 levels of verifiable job attributes and 4 levels of non-verifiable job attributes. The five dependent variables were attraction to the recruiter, attraction to the employment opportunity, willingness to pursue the employment opportunity, the perceived probability of receiving a job offer and the number of positive inferences made about unknown organizational characteristics. Previous research examining the effects of employment inducements and job attributes were conducted in field settings where it is difficult to control the amount and favorability of JAI applicants receive.

Article
Publication date: 26 February 2024

Daniel Chin, Luke van der Laan and Jiraporn Surachartkumtonkun

This study aims to explore how student recruitment practitioners at regional Australian universities strategise student recruitment efforts in Thailand. There is scarce research…

Abstract

Purpose

This study aims to explore how student recruitment practitioners at regional Australian universities strategise student recruitment efforts in Thailand. There is scarce research addressing regional universities, with prior studies focusing on metropolitan universities. Similarly, most prior studies have focused on high-volume markets, with little research exploring emerging markets such as Thailand.

Design/methodology/approach

Semi-structured interviews were conducted with student recruitment practitioners from regional universities that were responsible for recruiting Thai students. Thematic analysis was conducted to identify key themes.

Findings

Regional universities lack strategic ambidexterity in their approach to recruiting international students. They viewed Thailand as requiring longer term investment and were unwilling to dedicate their limited resources towards developing this market at the expense of other markets that would yield enrolments to contribute towards short-term targets.

Practical implications

Implications are provided with relevance to the student recruitment practitioner, with strategic ambidexterity discussed.

Originality/value

The paper fills a gap in the research by exploring international student recruitment and contextualising both regional universities and Thailand as a recruitment market. This study provides useful considerations that may be relevant to other emerging markets.

Details

Journal of International Education in Business, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2046-469X

Keywords

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