An Exploration of Corporate Recruitment Descriptions on Monster.com

Abstract

This article explores the ways in which corporations describe themselves in recruitment materials. Specifically, the study examines corporate descriptions provided to job seekers by firms advertising on the Internet site, Monster.com. The study also explores elements of corporate image presented in the descriptions and the way in which firms market their employer brands. The findings demonstrate how analysis of corporate descriptions reveals interesting insights into organizational recruitment tactics. Results suggest that firms focus predominantly on firm attributes and secondarily on employee advancement. Various industries approach recruitment advertising differently, with significant differences emerging between high-tech organizations, service organizations, and consumer product firms in the emphases of their corporate descriptions. Few firms present a distinct employer brand but tend to cluster together in brand types.

The Importance of Compensation and Benefits on University Students’ Perceptions of Organizations as Potential Employers

“…They can increase the number of applicants per vacancy and can facilitate the recruitment of sustainable employees as well as provide a strategic advantage to the firm (Wilden, Gudergan, & Lings, 2010). Attracting competent job applicants is an important task for organizations (Backhaus, 2004). An overall brand name plays a major role in influencing a potential recruit to pursue a job (Kim, York, & Lim, 2011).…”

“…Successful employer branding generates a positive effect to impact potential employees' in the decision-making process (Backhaus, 2004;Lievens, Decaesteker, Coetsier, & Geirnaert, 2001;Peter, 1999;S. L. Rynes & Barber, 1990;Sullivan, 2004;Thomas & Wise, 1999).…”

“…These included (1) economic attributes such as salary, rewards, work schedules and workplace stability (2) psychological attributes such as strong corporate culture, positive interpersonal relations in the company, team building etc (3) functional attributes such as content of work, training, career growth etc and (4) organizational attributes such as leadership in market segment, international scope, company history, consumer reputation, and reputation of top management. Backhaus and Tikoo (2004) suggested that employer branding can influence organizational identity and employer brand associations as well as how it correlates with organizational culture (Backhaus, 2004). A strong employer brand can lower turnover rates, lower recruitment costs, and increase the retention of employees.…”

“…Strong employer branding can aid job seekers to differentiate hiring organizations from each other and create a competitive advantage for organizations. It also influences job application intentions (Backhaus, 2004;Lievens & Highhouse, 2003;Rynes & Barber, 1990;Turban & Greening, 1997).…”

Matching demand and offer in on-line provision: A longitudinal study of monster.com

“…On the other hand, the description of jobs by job recruiters (specifically on dedicated portals, like monster.com) was studied in [20]. The study focuses more specifically on the ways the recruiters use for advertising new available positions: the clear indication is that the description of jobs on monster.com tend to focus more on the firm attributes, and only secondarily on employee advancement.…”