Recruiter Friendliness and Attraction to the Job: The Mediating Role of Inferences about the Organization

Goltz, Sonia M.; Giannantonio, Christina M.

doi:10.1006/jvbe.1995.1007

Cited by 66 publications

(53 citation statements)

References 0 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Overall, the more the recruiter reveals warm nonverbal behavior (e.g., smiling, maintaining eye contact, and confirms the applicant with head nods) the better is the impression the recruiter conveys and the higher is the likelihood of the applicant to accept the job offer (e.g., Goltz & Giannantonio, 1995;Harn & Thornton, 1985;Keenan & Wedderburn, 1975;Turban, 1992). Nonverbal behavior of the recruiter can also be responsible for a subtle delivery of stereotypical expectations and attitudes.…”

Section: Discussionmentioning

confidence: 99%

“…And, the more nonverbally friendly the recruiter behaves during the job interview, the more the applicant makes positive inferences about the organization (Goltz & Giannantonio, 1995). Recruiter listening skills -most likely conveyed through nonverbal behavior (e.g., smiling, nodding, and facial expression) -had a positive impact on the applicant's willingness to accept the job offer (Harn & Thornton, 1985).…”

Section: Recruiter Nonverbal Behaviormentioning

confidence: 99%

See 1 more Smart Citation

The Impact of Nonverbal Behavior in the Job Interview

Frauendorfer¹,

Mast²

2015

The Social Psychology of Nonverbal Communication

View full text Add to dashboard Cite

Section: Discussionmentioning

confidence: 99%

Section: Recruiter Nonverbal Behaviormentioning

confidence: 99%

The Impact of Nonverbal Behavior in the Job Interview

Frauendorfer¹,

Mast²

2015

The Social Psychology of Nonverbal Communication

View full text Add to dashboard Cite

“…Eine realitätsnahe Gestaltung der Szenarien sichert dabei eine hohe Akzeptanz bei den Probanden (Maute & Dubé, 1999). Die Szenarien wurden anhand von Beispielsituationen und Beispieladjektiven entwickelt (Goltz & Giannantonio, 1995;Harris & Fink, 1987;Liden & Parsons, 1986;Rynes & Miller, 1983). Bei der Entwicklung der Szenarien wurde darauf geachtet, dass eine möglichst realistische Situation eines Bewerbungsgesprächs abgebildet wird, welche für jede Bewerbungssituation, Stelle und Fachrichtung eines Bewerbers beispielhaft ist.…”

Section: Theory Of Reasoned Actionunclassified

“…Der Rekrutierer nimmt dabei eine zentrale Repräsentations-und Informationsfunktion ein und stellt einen kritischen Kontakt innerhalb von Rekrutierungsmethoden dar (Goltz & Giannantonio, 1995;Rynes, 1991).…”

Section: Introductionunclassified

Der Einfluss von Rekrutiererverhaltensweisen auf den Bewerber: Ein mediierter Prozess

Eberz¹,

Baum²,

Kabst³

2012

German Journal of Human Resource Management: Zeitschrift für Pe

View full text Add to dashboard Cite

Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. Terms of use: Documents in The Influence of Recruiter Behavior on Job Seekers: A Mediated ModelIn this study we empirically analyze the effects of recruiter friendliness and recruiter competence on job pursuit intentions. Drawing on signaling and the theory of reasoned action we develop a model to determine the effects of recruiter behavior. Our results contrast with prior studies since we find no direct effects of recruiter friendliness and competence on job pursuit intentions. By means of structural equation modeling we show the effects of recruiter behavior on job pursuit intentions are rather indirect and mediated through organizational attractiveness and subjective norms. Accordingly, recruiters show comparable effects to other recruiting channels. This study therefore outlines that there is a need to consider the internal attraction building process to better predict job pursuit intentions.

show abstract

“…Upon clicking on the link participants were redirected to an introductory web page where they were instructed to evaluate a fictitious recruitment web site for a fictitious consulting firm partnered with the university. Prior research has used this method for similar research on OA (Kim and Gelfand, 2003;Goltz and Giannantonio, 1995).…”

Section: Methodsmentioning

confidence: 99%

The impact of gay-friendly recruitment statements and due process employment on a firm’s attractiveness as an employer

Lambert

2015

Equality, Diversity and Inclusion: An International Journal

View full text Add to dashboard Cite

Purpose -Using early recruitment and workplace diversity literature, the purpose of this paper is to investigate how employee recruitment statements regarding employment-at-will moderate the effect that gay, lesbian, bisexual, and transgender (GLBT)-supportive recruitment statements have on job seekers' job pursuit intentions ( JPI) and attraction toward a firm. Design/methodology/approach -A between-subjects, cross-sectional experimental design was used where subjects answered self-report questionnaires after viewing mock recruitment web ads. The ads included statements where the condition for job security or at-will employment and GLBTsupportive or equal opportunity employment climates were manipulated. Findings -The paper provides empirical insights about how gay-friendly work climate perceptions impact the organizational attractiveness and JPI of job seekers. Furthermore, the results suggest that the combination of recruitment strategies affect subjects differently based on their individual level of heterosexist attitudes. Research limitations/implications -Because of the chosen research approach, research results may lack generalizability and be affected by social desirability effects. Because a cross-sectional design was used, causality cannot necessarily be inferred. Therefore, researchers are encouraged to test the proposed propositions further. Practical implications -The implications of these findings will assist human resources managers in creating cultures of tolerance within their workforce by helping them better understand who their recruitment methods target, and how to effectively use statements in recruitment literature to attract tolerant workers. Originality/value -There is limited research that investigates the effects that diversity statements supportive of sexual minorities have on job seekers. A major contribution of the current study is the empirical evidence supporting the understanding of how individuals are affected by recruitment literature containing statements in support of sexual orientation employee diversity.

show abstract

Recruiter Friendliness and Attraction to the Job: The Mediating Role of Inferences about the Organization

Cited by 66 publications

References 0 publications

The Impact of Nonverbal Behavior in the Job Interview

The Impact of Nonverbal Behavior in the Job Interview

Der Einfluss von Rekrutiererverhaltensweisen auf den Bewerber: Ein mediierter Prozess

The impact of gay-friendly recruitment statements and due process employment on a firm’s attractiveness as an employer

Contact Info

Product

Resources

About