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1 – 10 of over 5000Rita Bissola and Barbara Imperatori
The aim of this chapter is to explore employee behaviors and expectations of the role of social media when searching for jobs, to offer recruiters and companies valuable insights…
Abstract
Purpose
The aim of this chapter is to explore employee behaviors and expectations of the role of social media when searching for jobs, to offer recruiters and companies valuable insights to design and manage appropriate web-based employer branding and recruitment strategies.
Methodology
The research strategy is based on semi-structured in-depth interviews involving 34 central informants: talented Gen Yers and social media recruitment experts and mangers. The project focuses on the Italian context, an exemplary country with the highest social media penetration rate.
Findings
The results demonstrate the “bounded” popularity of social media as a recruitment tool among Gen Yers who implement up to five active and passive behaviors, albeit not all widespread, according to varying patterns and using different social media for different purposes: receiving, seeking, sharing, leading, and experiencing. Gen Yers, with aims that vary in line with various staffing phases, collect and share rumors and voices from both internal and controlled organizational sources but also, and above all, from external and organizational sources that companies do not control directly.
Practical implications
Social media seem to offer appealing and valuable opportunities to attract and engage talented young individuals, sustaining the quality, quantity, and fairness of employment relationships. Conversely, they also involve some organizational risks and costs. The chapter offers some managerial cautions and advocates a radical change in the prevalent HRM mindset for the improved management of transparency that social media solutions entail.
Originality/value
Results contribute in understanding how social media can better sustain employer branding and recruitment activities, especially considering the needs and expectations of talented young employees and professionals in the Italian context. Italy is an emblematic context, where the social media potential appears to be extremely interesting, considering its high rate of social media penetration.
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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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Aurélie Girard and Bernard Fallery
The Internet has already impacted the recruitment process. The development of Web 2.0 offers new perspectives to recruiters. Are Web 2.0 practices revealing new e-recruitment…
Abstract
The Internet has already impacted the recruitment process. The development of Web 2.0 offers new perspectives to recruiters. Are Web 2.0 practices revealing new e-recruitment strategies? We first connect the resource-based view (RBV) and the social network theory (SNT) respectively with Web 1.0 and Web 2.0. Then we present the results from an exploratory study conducted among recruiters in software and computing services companies. It appears that the use of Web 1.0 is generalized but insufficient. Web 2.0 is used by firms to develop employer branding and reputation and to create new relationships with potential applicants. In conclusion, we adapt Ruël et al.'s e-HRM model to obtain a global view of e-recruitment issues.
The following is an introductory profile of the fastest growing firms over the three-year period of the study listed by corporate reputation ranking order. The business activities…
Abstract
The following is an introductory profile of the fastest growing firms over the three-year period of the study listed by corporate reputation ranking order. The business activities in which the firms are engaged are outlined to provide background information for the reader.
Helle Kryger Aggerholm and Sophie Esmann Andersen
Drawing on a unique case of a Web 3.0 recruitment campaign, the purpose of this paper is to explore how a Web 3.0 social media recruitment communication strategy influence, add…
Abstract
Purpose
Drawing on a unique case of a Web 3.0 recruitment campaign, the purpose of this paper is to explore how a Web 3.0 social media recruitment communication strategy influence, add value to and challenge conventional recruitment communication management.
Design/methodology/approach
The study draws on a reflexive dialogical research approach, which means that it is methodologically designed as a critical dialogue between on the one hand an empirical case and on the other hand theories on social media and strategic communication.
Findings
The study points toward a fundamental new approach to recruitment communication. The application of a Web 3.0 strategy entails what we term an open source recruitment strategy and a redirection of employee focus from work life to private life. These insights point toward ontologically challenging the basic assumptions of employees, work life and the employing organization.
Research limitations/implications
The paper presents a single-case study, which prepares the ground for larger, longitudinal studies. Such studies may apply a more long-term focus on the implications of applying Web 3.0 recruitment strategies and how they may be integrated into – or how they challenge – overall corporate communication strategies.
Practical implications
A turn toward Web 3.0 in recruitment communication affects the degree of interactional complexity and the level of managerial control. Furthermore, the authors argue that the utilization of a Web 3.0 strategy in recruitment communication put forth precarious dilemmas and challenges of controllability, controversy, ownership and power relations, demanding organizations to cautiously entering the social media 3.0 employment market.
Originality/value
This study indicates how the value and potentials of social media as facilitating participatory processes and community conversations can be strategically used in and fundamentally alter recruitment communication, and hence offers new insights into a paradigmatically new way of understanding what strategic social media recruitment is, can and do.
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Davinder Kaur and Rajpreet Kaur
E-recruiting has been a powerful tool for reaching the majority of job applicants around the world. Even though, previous literature has scarcely shed light on the factors…
Abstract
Purpose
E-recruiting has been a powerful tool for reaching the majority of job applicants around the world. Even though, previous literature has scarcely shed light on the factors responsible for the adoption of e-recruitment among job candidates. Originated from the technology acceptance model (TAM), this study aims to empirically examine the influence of online word-of-mouth in shaping job-seekers’ intentions for using e-recruitment websites.
Design/methodology/approach
A Google Docs-based online questionnaire was distributed via social media, LinkedIn and email to 740 participants, out of which 397 final responses were received. The partial least squares structural equation modeling using SmartPLS 3 was applied for evaluating the theoretical model.
Findings
This study empirically indicated that electronic word-of-mouth (eWOM) has a significant impact on perceived usefulness (PU), perceived ease of use (PEOU) and attitude. Whereas, PU and attitude fully mediate the relationship between eWOM and behavioral intentions (BI) of job-seekers towards e-recruitment.
Practical implications
This research contributes to the understanding of the relevance of eWOM in e-recruitment adoption. eWOM provides job-related information that plays a significant role in the usage of online recruitment systems such as LinkedIn, job portals and company websites. This study offered a valuable contribution to the existing body of literature on e-recruitment, developers and Web-based hiring service providers.
Originality/value
This investigation was the first attempt in the e-recruitment literature to explore the influence of eWOM on job-seekers’ intentions to adopt online recruitment platforms, including the mediating role of PU, PEOU and attitude in the association between eWOM and BI.
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Marcel J.H. van Birgelen, Martin G.M. Wetzels and Willemijn M. van Dolen
Although research is emerging, the knowledge base on the evaluative determinants of the effectiveness of corporate employment web sites is still limited. This paper attempts to…
Abstract
Purpose
Although research is emerging, the knowledge base on the evaluative determinants of the effectiveness of corporate employment web sites is still limited. This paper attempts to narrow this gap by investigating how potential job applicants' evaluations of web site content‐ and form‐related attributes contribute to corporate employment web site effectiveness.
Design/methodology/approach
The approach takes the form of an empirical study using PLS path modeling.
Findings
Applicants' attitude toward a corporate employment web site is found to be differentially influenced by the web site's content‐ and form‐related evaluations. In turn, attitude toward the web site influences intentions to apply. This relationship is fully mediated by attraction toward the organization. The latter is also influenced by attitude toward corporate employment web sites in general, which consequently contributes indirectly to application intentions.
Research limitations/implications
Using a non‐laboratory setting and a broader sample, future research should further apply a person‐organization fit perspective to corporate online recruitment and investigate effects of personality‐related factors such as risk/security‐seeking tendencies. Furthermore, it may be worthwhile to include technology‐oriented variables such as technological self‐efficacy as well.
Practical implications
Corporate employment web sites used to inform potential applicants about employment opportunities should be easy to use. In addition, firms should provide applicants with updated information and make sure that the information provided matches the applicants' needs during their information search process.. Persons who hold a more favorable overall predisposition toward corporate employment web sites are more attracted toward an organization using such sites. This suggests that corporate employment web sites may be particularly effective for certain groups of applicants, beyond the effects of web site content and form.
Originality/value
Drawing on literature in areas such as job applicant decision making, information systems, and web site effectiveness, the paper develops the understanding of the role of web site features in determining intentions to apply for a job via corporate employment web sites.
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Abdulelah Al-Thagafi, Mike Mannion and Noreen Siddiqui
The purpose of this paper is to develop a digital marketing capability maturity model (CMM) as a guiding framework in support of increasing international student recruitment to…
Abstract
Purpose
The purpose of this paper is to develop a digital marketing capability maturity model (CMM) as a guiding framework in support of increasing international student recruitment to the public universities in Saudi Arabia (SAPUs).
Design/methodology/approach
The CMM was constructed by comparing the common practices of Web 2.0 usage for international student recruitment from five SAPUs and from five Scottish universities. The stages of the awareness, interest, desire and action (AIDA) marketing model were used to guide the analysis of the data and used as the business processes for the CMM.
Findings
All SAPUs use Web 2.0 for the recruitment of international students focusing on awareness and interest, but the content often lacks consistency and depth. Scottish universities use Web 2.0 across all stages of the AIDA model, and the content often has greater consistency and depth.
Research limitations/implications
The analysis draws on published content from a small sample of SAPUs and Scottish universities but did not solicit the views of the staff about the content's effectiveness.
Practical implications
This study extends the knowledge about the strategic use of Web 2.0 in SAPUs for addressing international student recruitment marketing challenges.
Social implications
Increasing the international student population at SAPUs is one strategy in the Kingdom of Saudi Arabia's 2030 vision to reduce its dependency on oil exports.
Originality/value
This study applies the AIDA model to develop a CMM for the use of Web 2.0 in SAPUs explicitly for international student recruitment.
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Sofia 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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