Individual Reactions to Organizational Recruiting: A Review

Abstract

The present paper reviews the research that has examined the influence of organizational recruiting on applicants' attitudes and job choice behaviors. It was found that recruiting representatives, administrative practices, and procedures used to evaluate applicant qualifications are all potentially important influences on job seeker attitudes and behaviors. However, limitations of the existing research necessitate caution in the interpretation of findings. Of particular concern is the likely generalizability of results presented here to all job seekers. The review concludes with recommendations for the conduct of subsequent recruiting research.

Der Einfluss von Rekrutiererverhaltensweisen auf den Bewerber: Ein mediierter Prozess

“…Ebenso Taylor und Bergmann (1987), welche anhand einer Längsschnittun-tersuchung einen minimalen Effekt des Rekrutiererverhaltens feststellen konnten. Churchill, Ford, Hartley und Walker (1985) (Breaugh, 2008;Chapman et al, 2005;Rynes et al, 1980).…”

“…Diese Kombination erwies sich als äußerst hilfreich zur Untersuchung der Wirkungen des Rekrutierers auf der individuellen Wahrnehmungsebene. Auf Basis der vom Rekrutierer gesendeten Signale entwickelt der Bewerber ein genaueres Bild über das Unternehmen (Rynes et al, 1980;Turban & Dougherty, 1992). Die vom Bewerber gewonnenen Eindrücke bezüglich des Rekrutierers wirken auf die wahrgenommene Arbeitgeberattraktivität und die subjektive Norm und infolgedessen auf die Absicht, den Bewerbungsprozess weiter zu verfolgen (Mecan et al, 1994;Richman-Hirsch et al, 2000;Smither et al, 1993).…”

Career fairs: are they valuable eventsc Hospitality and tourism recruiter perceptions of attributes towards participation and activities

“…Because recruiters are vital to the success of student recruiting and career fairs, understanding recruiter perceptions of career fairs is important in order to ensure they attend them. If companies send recruiters to career fairs, then students may perceive that the company places value on the career fair and the students who attend them (Rynes et al, 1980). If companies understand that students have a better perception of them due to their career fair participation and attend career fairs due to company participation, then companies will be more apt to continue to attend career fairs.…”

Employer Attractiveness: Comparative Perceptions of Undergraduate and Postgraduate Students

“…It has therefore been claimed that they are more likely than experienced employees to be influenced by recruiters and recruitment practices in evaluating an employer"s attributes and therefore less aware of job and organizational attributes (Rynes, Heneman and Schwab, 1980). As a result we therefore propose that:…”