Employer branding on social media and recruitment websites: symbolic traits of an ideal employer

Eger, Ludvík; Mičík, Michal; Řehoř, Petr

doi:10.15240/tul/001/2018-1-015

Cited by 24 publications

(9 citation statements)

References 23 publications

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“…Organizations are using employer branding to attract recruits and ensure that current employees are engaged in the culture and strategy of the organization. Developing a favourable employer brand requires managers and HR professionals to know which factors are important for attracting recruits to their organization (Eger, Mičík, & Řehoř, 2018;Mičík & Mičudová, 2018).…”

Section: Introductionmentioning

confidence: 99%

Employer Branding: Exploring Attractiveness Dimensions in a Multicultural Context

Eger

Mičík

Gangur

et al. 2019

Technological and Economic Development of Economy

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Attracting and retaining talented employees and gaining competitive advantage are important for organizations around the world. This study identifies and operationalizes the components of employer attractiveness from the perspective of potential employees. The study tests the employer attractiveness scale (EmpAt) by identifying the attractiveness dimensions of an employer brand among business students in the Czech Republic through exploratory factor analysis. We also search for similarities and differences among employer attractiveness dimensions through a cross-cultural comparison based on the results of previous studies. Businesses in today’s globalised world need to attract potential employees globally and determine whether it would be better to use one corporate strategy or to customize their employer brand according to the cultural differences between countries. National, cultural, and gender differences are also investigated. The findings show factors that business students give the highest importance to when searching for an employer and that the factor’s importance is influenced by gender. The findings of this study can be used to track the perceptions of current job applicants about the company and to appeal to “suitable target audiences” – potential employees. The results can be used by HR experts and practitioners in formulating and executing their communication and recruitment strategies.

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Section: Introductionmentioning

confidence: 99%

Employer Branding: Exploring Attractiveness Dimensions in a Multicultural Context

Eger

Mičík

Gangur

et al. 2019

Technological and Economic Development of Economy

Self Cite

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“…Finally, most past research on job search behavior have targeted only one factor at a time including: (1) focusing on a specific type of job seeker, often only considering new entrants (i.e. Turban, 2001), (2) focusing on the specific job context, such as military (Lievens et al, 2005) or nursing (Van Hoye, 2012;De Groot et al, 2018;Carpentier et al, 2017) and (3) focusing on a single country at a time, from countries like Belgium (Lievens and Highhouse, 2003), China (Turban et al, 2001), Germany (Baum et al, 2016;Brunner and Baum, 2020;Iseke and Pull, 2019;Weinert et al, 2019), Poland (Klimkiewicz and Oltran, 2017), The Netherlands (Van Hooft et al, 2004), Turkey (Bo gan et al, 2020Eger et al, 2018) and the United States (Boswell et al, 2012).…”

Section: Generalizability To Different Countriesmentioning

confidence: 99%

What are job seekers attracted to? Examining the importance of organizational attributes across four types of job seekers in Poland and France

Mauger

Bryant-Lees

2022

BJM

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PurposeThe current study has two major aims: (1) investigate the factor structure and importance ratings of attributes in France vs Poland and (2) compare the importance ratings of the attribute signals sent by potential employers during the recruiting process across four different types of job seekers (i.e. new entrants, short-term unemployed, long-term unemployed and currently employed).Design/methodology/approachFirst, using a confirmatory factor analysis (CFA), the authors compare the fit of several proposed models and identify the best fit using the combined job seeker sample. The authors then examine the fit of the selected model for the France and Poland samples separately. Finally, we compare the attribute importance rating factors across groups using a Country by Job Seeker multivariate analysis of variance (MANOVA).FindingsThe CFA results on the combined sample showed that a six factor-solution with two higher-order factors (organization- and job-attributes) provided the best fit and held for both France and Poland. MANOVA results showed a significant interaction between type of job seeker and country for organizational characteristics, and main effects of country and job seeker for work–life values and characteristics.Originality/valueMost past research on the importance of job attribute factors focused on new entrants in the United States. This study provides the first examination of job attribute factors across different countries, France and Poland, and other types of job seekers.

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“…Konten proposisional dikomunikasikan kepada penerima yang sepenuhnya menyadari niat terkait identitas. Tahapan komunikasi meme, dengan satu atau cara lainnya, berdampak pada identitas pengguna, yang penting dalam masyarakat saat ini, di mana area fisik untuk pembentukan identitas sering dipertukarkan dengan skenario virtual yang menjadi lokus banyak interaksi dan tempat berbagi informasi serta penyebarannya terutama ketika meme dibagi oleh pengguna (Yus, 2018) Beberapa perusahaan membentuk akun employer branding secara sengaja untuk menyiasati isu-isu tidak baik mengenai perusahaannya, employer branding melalui media sosial perusahaan membuat calon pekerja tertarik untuk dapat bergabung dalam perusahaan tersebut, penggunaan media sosial dalam campaign employer branding dapat membantu perusahaan membangun reputasi yang baik (Eger et al, 2018). Namun hal tersebut tidak mengusik keberadaan meme account yang menyita banyak perhatian dari pengguna internet khususnya pekerja.…”

Section: Pendahuluanunclassified

Untitled

Pramesthi¹,

Dhia²

2021

LISKI

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Era industri 4.0 merupakan era dimana cakupan pekerjaan yang bergantung pada konektivitas internet, melalui cloud computing, maka bukan hal yang asing saat ini untuk menemukan perusahaan yang berbasis teknologi dan berkembangnya startup. Berdasarkan keberhasilan startup tech company Indonesia dalam mencapai status unicorn dan decacorn, membuat tech company menjadi impian bagi banyak orang untuk dapat memulai karirnya, namun keadaan yang ironi dimana industri 4.0 seharusnya fokus terhadap pengembangan teknologi, justru membuat pekerja bekerja lebih ekstra sehingga tidak menemukan keseimbangan kehidupan dan kerja. Seakan-akan implikasi menuju masyarakat 5.0, dimana adanya keadaan teknologi yang mendukung human-centric menjadi hal yang masih jauh untuk dapat dicapai. Keresahan yang dirasakan oleh pekerja dalam bidang startup banyak disampaikan melalui media sosial, salah satunya melalui meme account yang secara khusus membahas sisi gelap dari bekerja pada industri startup. Studi berikut akan melakukan analisis konten kualitatif dari akun Instagram Ecommurz melalui dimensi budaya dominan dari ruang Web 2.0. Studi berikut memberikan penjelasan bahwa Web 2.0 menawarkan fleksibilitas dalam penggunaan sosial media sejalan dengan penggunaannya dalam berbagai ruang dalam tipologi web 2.0. Seperti pada akun Ecommurz yang memanfaatkan fitur media sosial tidak hanya sebagai media hiburan, namun juga bertujuan mendorong perkembangan industri dan masyarakatnya agar lebih sejalan.

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Employer branding on social media and recruitment websites: symbolic traits of an ideal employer

Cited by 24 publications

References 23 publications

Employer Branding: Exploring Attractiveness Dimensions in a Multicultural Context

Employer Branding: Exploring Attractiveness Dimensions in a Multicultural Context

What are job seekers attracted to? Examining the importance of organizational attributes across four types of job seekers in Poland and France

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