Corporate Image, Recruitment Image And Initial Job Choice Decisions

Gatewood, Robert D.; Gowan, Mary A.; Lautenschlager, Gary J.

doi:10.5465/256530

Cited by 204 publications

(249 citation statements)

References 3 publications

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“…For example, Rynes and Miller (1983) found that increased amounts of information regarding specific job characteristics (e.g., salary, career paths, benefits) positively influenced applicants' perceptions of organizational attractiveness. Similarly, the results of a study comparing corporate and recruitment images showed that perceptions of image and intentions to apply were functions of the information available from the organization (Gatewood, Gowan & Lautenschlager, 1993). More specifically, the researchers found that recruitment image and intentions to apply to an organization were positively correlated with the total amount of information provided in an organization's advertisement.…”

Section: The Effects Of Recruitment Message 5 Background and Hypothesesmentioning

confidence: 90%

“…In particular, the results of such research show that how knowledgeable or informative a recruiter is influences the perceived effectiveness of the recruiter and subsequently, applicants' attraction to the organization (Connerly & Rynes, 1997;Harris & Fink, 1987;Powell, 1991). Several other studies also provide evidence that the level of detail provided in recruitment messages affects applicants' intentions to seek employment with organizations (Barber & Roehling, 1993;Gatewood et al, 1993;Herriot & Rothwell, 1981).…”

Section: The Effects Of Recruitment Message 5 Background and Hypothesesmentioning

confidence: 99%

“…Specifically, because of the small amount of information that is available to applicants early in the job choice process, applicants tend to base their initial application decisions on their perceptions and attitudes about organizations (Rynes, 1991). Given evidence that the level of detail provided in recruitment messages affects applicants' intentions to seek employment with organizations (Barber & Roehling, 1993;Gatewood et al, 1993;Herriot & Rothwell, 1981), the effects of recruitment message specificity may work through applicant perceptions of the organization. Consistent with the elaboration likelihood model (Petty & Cacioppo, 1981), more detailed company information may encourage direct processing of the information and enhance job seekers' perceptions of, and attraction to, organizations.…”

Section: Recruitment Advertisement Specificity and Application Intentmentioning

confidence: 99%

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The Effects Of Recruitment Message Specificity On Applicant Attraction To Organizations

Roberson

Collins

Oreg³

2005

J Bus Psychol

163

159

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We used the elaboration likelihood model from marketing research to explain and examine how recruitment message specificity influences job seeker attraction to organizations. Using an experimental design and data from 171 college-level job seekers, the results showed that detailed recruitment messages led to enhanced perceptions of organization attributes and person-organization fit. Perceptions of fit were found to mediate the relationship between message specificity and intention to apply to the organization. In addition, perceptions of organization attributes and person-organization fit were found to influence intentions to apply under circumstances of explicit recruitment information while attractiveness and fit perceptions were shown to influence application intentions under conditions of implicit recruitment information. The theoretical and practical implications of these findings are discussed. Using an experimental design and data from 171 college-level job seekers, the results showed that detailed recruitment messages led to enhanced perceptions of organization attributes and person-organization fit. Perceptions of fit were found to mediate the relationship between message specificity and intention to apply to the organization. In addition, perceptions of organization attributes and person-organization fit were found to influence intentions to apply under circumstances of explicit recruitment information while attractiveness and fit perceptions were shown to influence application intentions under conditions of implicit recruitment information. The theoretical and practical implications of these findings are discussed.

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Section: The Effects Of Recruitment Message 5 Background and Hypothesesmentioning

confidence: 90%

Section: The Effects Of Recruitment Message 5 Background and Hypothesesmentioning

confidence: 99%

Section: Recruitment Advertisement Specificity and Application Intentmentioning

confidence: 99%

See 1 more Smart Citation

The Effects Of Recruitment Message Specificity On Applicant Attraction To Organizations

Roberson

Collins

Oreg³

2005

J Bus Psychol

163

159

View full text Add to dashboard Cite

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“…The job choice process begins with an individual's evaluation of information obtained from recruiting sources [15]. Although it is well known that the image of an organization affects the initial decisions of potential applicants, it is still unknown how candidates' beliefs affect theirs decisions [15,53].…”

Section: The Theory Of Reasoned Action and Trusting Beliefsmentioning

confidence: 99%

“…Although it is well known that the image of an organization affects the initial decisions of potential applicants, it is still unknown how candidates' beliefs affect theirs decisions [15,53]. The importance of corporate sources of information [26] may be easily accepted as greater for the development of initial trust [35], especially when the candidate lacks prior knowledge of the firm as common in the online context.…”

Section: The Theory Of Reasoned Action and Trusting Beliefsmentioning

confidence: 99%

The importance of trusting beliefs linked to the corporate website for diffusion of recruiting-related online innovations

2010

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Recruiting-related online innovations represent growing and high-potential opportunities for employers to broaden the reach of their recruiting efforts as well as reduce costs. The diffusion of innovative approaches for online recruiting, however, may experience bias due to potential employees' lack of trust in firms offering positions online, particularly when the firms are small, operate in a risky industry, or are relatively unknown. We use the theory of reasoned action to propose that users of a corporate website develop trust beliefs with regard to three characteristics of the firm: ability, integrity, and benevolence. We have proposed three hypotheses highlighting the importance of trust generated by the corporate website in potential employees. Our experimental results involved a sample of 218 potential employees. These subjects were offered a consulting position in a fictional firm, which could only be known through its corporate website. Although previous literature has paid marginal attention to the influence of users' beliefs regarding corporate integrity and benevolence, our findings showed that users' perceptions of the corporate website regarding firm integrity and benevolence increased the users' willingness to accept a job at the firm. We propose implications of our results for practitioners and for the literature of trust in online contexts.

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Effects of attribute set size and pay ambiguity on reactions to ‘help wanted’ advertisements

Yüce¹,

Highhouse

1998

J. Organiz. Behav.

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Findings in multiattribute decision research were used as a basis for predicting the eects of help-wanted advertisement characteristics on vacancy attractiveness. In the ®rst experiment, undergraduate students were presented with entry-level service job advertisements diering in attribute set size, attribute relevance, and pay ambiguity. Results revealed strong evidence for a set-size eect, with ads containing more (relevant or irrelevant) attributes increasing the attractiveness of the vacancies being advertised. Pay ambiguity decreased the attractiveness of vacancies with ads containing a small set of attributes. A second experiment presented students with the same advertisements, except that the small-set ads were physically enlarged to equal the size of the large-set ads. Results replicated the (large) set-size eect only for relevant-attribute ads. Also, pay ambiguity increased the attractiveness of vacancies promoted by ads containing a larger amount of relevant attributes. We conclude that merely adding relevant attribute information to help-wanted advertisements can lead to the inference that the jobs promoted in the ads are more attractive. Moreover, we tentatively suggest that pay ambiguity can lead to pessimistic inferences about pay for ads containing less information, and optimistic inferences about pay for ads containing more information. # 1998 John Wiley & Sons, Ltd.

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Corporate Image, Recruitment Image And Initial Job Choice Decisions

Cited by 204 publications

References 3 publications

The Effects Of Recruitment Message Specificity On Applicant Attraction To Organizations

The Effects Of Recruitment Message Specificity On Applicant Attraction To Organizations

The importance of trusting beliefs linked to the corporate website for diffusion of recruiting-related online innovations

Effects of attribute set size and pay ambiguity on reactions to ‘help wanted’ advertisements

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