A web of applicant attraction: Person-organization fit in the context of Web-based recruitment.

Abstract

Applicant attraction was examined in the context of Web-based recruitment. A person-organization (P-O) fit framework was adopted to examine how the provision of feedback to individuals regarding their potential P-O fit with an organization related to attraction. Objective and subjective P-O fit, agreement with fit feedback, and self-esteem also were examined in relation to attraction. Results of an experiment that manipulated fit feedback level after a self-assessment provided by a fictitious company Web site found that both feedback level and objective P-O fit were positively related to attraction. These relationships were fully mediated by subjective P-O fit. In addition, attraction was related to the interaction of objective fit, feedback, and agreement and objective fit, feedback, and self-esteem. Implications and future Web-based recruitment research directions are discussed.

Whom to Believe: Recruiting Information Source Credibility and Organizational Attractiveness

“…First, it included only interpersonal information sources (recruiter, professor, etc. ), and neglected research suggesting the use of other information sources such as media rankings or internet sites (Betts, 1995;Dineen, et al, 2002). Second, the subjects only received information from a single source, which does not answer the question of how job seekers would integrate conflicting information from multiple sources (Williams, et al, 1993).…”

“…8). Indeed, the number of sources of information has increased significantly with the advent of the internet as a tool for gathering information about organizations (Dineen, Noe, & Ash, 2002). In addition, researchers have noted that both positive and negative information is available in the labor market (Van Hoye & Lievens, 2005), which would make it likely that applicants will find a significant amount of conflicting information about organizations.…”

“…First, the relative importance of institutional information sources, such as the internet (Dineen, et al, 2002), should be considered simultaneously to other sources (Ployhart, 2006). Second, given the proliferation of written media that is being used to transmit recruiting information, researchers have called for more research into recruiting information sent via "intensely personal" information sources (Allen, et al, 2004, pp.…”

How an Innovative Climate can motivate an Entrepreneur

“…Which means it can explain the relation between job selection and personality of an individual, regarding job information and organizational attractiveness (Carless, 2005;Dineen et al, 2002;Roberson and Collins, 2005). ASA (attraction-selection attrition) theory suggests that people are interested in specific companies and jobs that suit their interest and personalities (Schneider, 1987) which draw the relationship between job criteria and decision-making process for selection towards company attractiveness (Dineen et al, 2002;Ehrhart and Ziegert, 2005).…”

Employee Reviews on Company Independent Sites and its Impact on Organizational Attractiveness: Role of Information Realism, Person – Environment Fit and Source Credibility Framework

“…Most of the research on web based recruitment has fo cused on website usability, features and aesthetics of the website (Cober et al 2004;Dineen et al 2002;Williamson et al 2003). Aesthetic features include attractive colors, pleasing texts, and pictures.…”