Applicant Attraction Strategies: An Organizational Perspective

Rynes, Sara L.; Barber, Alison E.

doi:10.5465/amr.1990.4308158

Cited by 354 publications

(287 citation statements)

References 48 publications

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“…With the aging of the baby boom generation and the plateauing of women entering the job market, there is speculation that a labor shortage will result in the United States during the twenty first century (Rynes & Barber, 1990). Fullerton and Toossi (2001) stated that the estimated civilian labor force in the United States will be 158 million by the year 2010, which is a 12% increase from the previous decade.…”

Section: Surgeon General's Report [Ussgr] 2001) the Number Of Peoplmentioning

confidence: 99%

Factors Affecting African American Counselors' Job Satisfaction: A National Survey

Jones

Hohenshil

Burge

2009

Jour of Counseling & Develop

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Although there are many job satisfaction studies, research related to the job satisfaction of African American counselors (AACs) is negligible. The purpose of this study was to investigate the job satisfaction of AACs. A total of 182 employed AACs who were members of the American Counseling Association (ACA) completed a modified Minnesota Satisfaction Questionnaire and a data information form. Results indicated that 87% of participants were satisfied or very satisfied with their current job.

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Section: Surgeon General's Report [Ussgr] 2001) the Number Of Peoplmentioning

confidence: 99%

Factors Affecting African American Counselors' Job Satisfaction: A National Survey

Jones

Hohenshil

Burge

2009

Jour of Counseling & Develop

View full text Add to dashboard Cite

show abstract

“…Instead, a gender diverse group is likely to increase men's and women's suitability perceptions. As job seekers rely on available, imperfect information to make job choice decisions (Rynes and Barber 1990), images portraying stimulus persons of a certain gender may serve as an important means by which potential applicants realize in relevant situations that they suit or do not suit to the respective position.…”

Section: Introductionmentioning

confidence: 99%

Am I the Right Candidate? Self-Ascribed Fit of Women and Men to a Leadership Position

Bosak

Sczesny

2008

Sex Roles

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Women are assumed to show a self-ascribed lack-of-fit to leadership positions compared to men (Heilman Research in Organizational Behavior 5:269-298, 1983). The present study examined whether this gender difference would diminish when agency is accounted for and whether a stimulus person's gender would alter women's self-ascribed fit. German management students (91 women, 95 men) received a fictitious recruitment advertisement for a leadership position that portrayed a man, a woman, or both a man and a woman. Participants indicated their perceptions of agency and suitability to the advertised position. As predicted, women judged themselves as less suitable for the leadership position than men and participants' self-reported agency mediated this effect. Furthermore, all participants felt most suitable if a male and a female stimulus person were portrayed.

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“…According to Rynes and Barber (1990) applicants can be wooed not only through improved job attributes but also through better planned and more attentive recruitment procedures. Initial contacts with on site company repre sentatives were found to be responsible for forming initial impressions of good fit.…”

Section: Distinguished Between P O Fit and P J Fit P J Fit Is Definementioning

confidence: 99%

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

Kaur

Dubey

2014

Business: Theory and Practice

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Extant literature on recruitment has focused on the traditional sources of recruitment like company brochures, career fairs, and impact of such sources on intent to join the organization, productivity and turnover intention. The influence of recruitment related information on pre hire outcomes is still scarce and inconclusive. With the advent of technology and access to Internet, company websites have become an important source of recruitment. Apart from company websites, job seekers are now using company independent websites, forums or online communities to gather a more truthful picture and information about the job and organizational attributes. Social media too has become increasingly important medium where the current employees’ share how it is to work with the organization However research on web based recruitment is limited to company websites. Despite the widespread growth and practical use of these new and innovative media very little is known about how these independent sites influence recruitment pre hire outcomes. In this direction the proposed study presents a conceptual framework about how job seekers perceive company independent websites as a tool for providing recruitment communication and their impact on organizational attractiveness using Information Realism, Person-Environment fit framework, Source Credibility framework.

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Applicant Attraction Strategies: An Organizational Perspective

Cited by 354 publications

References 48 publications

Factors Affecting African American Counselors' Job Satisfaction: A National Survey

Factors Affecting African American Counselors' Job Satisfaction: A National Survey

Am I the Right Candidate? Self-Ascribed Fit of Women and Men to a Leadership Position

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

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