Recruitment: A review of research and emerging directions.

Dineen, Brian R.; Soltis, Scott M.

doi:10.1037/12170-002

Cited by 69 publications

(95 citation statements)

References 108 publications

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“…Some employers ask their employees to join LinkedIn groups to share job opportunities (Kelleher, 2013). An advantage of LinkenIn, cited by recruiters, is the capability to review the credentials of passive candidates' who are not actively seeking a new job, a strategy referred to as "poaching" or "talent raiding" (Dineen & Soltis, 2010). Another major social media tool for recruiting is Twitter, which provides instant distribution at no cost to millions of users (Violino, 2013).…”

Section: Employeesmentioning

confidence: 99%

Benefits and Risks of Social Business: Are Companies Considering E-Discovery?

Sipior

Ward

Volonino

2014

Information Systems Management

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Using social media in business, referred to as social business, is exploding. In reviewing past research according to brand-driving efforts for products, customers, employees, and business partners, we find a focus on benefits, with little attention to risks. Seemingly disregarded in the IS literature is the risk of electronic discovery resulting from legal actions. We categorize and exemplify risks, while analyzing the legal risk. We conclude by providing recommendations for practice and directions for future research.

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Section: Employeesmentioning

confidence: 99%

Benefits and Risks of Social Business: Are Companies Considering E-Discovery?

Sipior

Ward

Volonino

2014

Information Systems Management

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“…Employee recruitment is a major area of emphasis within the field of human resource management (Billsberry 1996;Dineen and Soltis 2011;Newell 2005). Universities are not exempt from this desire to attract and retain the most highly qualified employees.…”

Section: Literature Reviewmentioning

confidence: 99%

Faculty and Librarian Perceptions of a New Faculty Purchase Program

Murphy

Buckley

2013

Collection Management

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This study explores new faculty members' and librarians' perceptions of a program that provides each new faculty member with funds to purchase materials supporting their teaching and scholarship. The article describes the results of a survey of perceptions of the faculty and librarians who have participated in the program at Illinois State University. The findings suggest that the program has not been successful as a recruitment tool but has been very valuable for establishing early and strong subject liaison relationships with new faculty members.

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“…In doing so, we draw from the action-based model of cognitive dissonance theory (Harmon-Jones, Amodio, & Harmon-Jones, 2009;Harmon-Jones & Harmon-Jones, 2002) and other research linking cognitive dissonance to motivated information processing (Rydell, McConnell, & Mackie, 2008) to suggest that prerecruitment person-organization fit (P-O fit) perceptions (Kristof, 1996) and job pursuit intentions will serve as antecedents of job seekers' effort to evaluate potential employers. Applying this conceptual framework allows us to explain an understudied outcome of the recruitment process: job seekers' processing of recruitment information during the prerecruitment phase (Breaugh & Starke, 2000;Cober et al, 2004;Dineen & Soltis, 2010). Cognitive processing outcomes are especially important considering the increased use of the Internet for recruiting purposes and the resulting increased competition for job seekers' time and attention (cf.…”

Section: Introductionmentioning

confidence: 99%

“…Most recruitment research has conceptualized the various recruitment activities as part of a three-phase process model (Barber, 1998;Breaugh & Starke, 2000;Dineen & Soltis, 2010). During the first phase, termed Application Generation, recruiting organizations focus on designing recruitment activities to encourage desired job seekers to apply for employment.…”

Section: Introductionmentioning

confidence: 99%

Prerecruitment organizational perceptions and recruitment website information processing

Hinojosa

Walker

Payne

2015

The International Journal of Human Resource Management

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Despite the prevalent use of the Internet for recruitment purposes, little is known about how job seekers process presented information, particularly before organizations have actively recruited these job seekers. In this study, we examine the effects of prerecruitment perceptions of familiar organizations before exposure to information on organizational recruitment websites using a combination of undergraduate students and employees of a large university located in the southwestern USA (N ¼ 75). Participants completed a three-part study that allowed us to investigate how these prerecruitment perceptions impact the reported time spent viewing recruitment websites and the ability to recall website information. We used two hierarchical moderated multiple regression models to test study hypotheses. Our results suggest that job pursuit intentions may influence processing of job and organizational information presented on recruitment websites, and this influence is moderated by subjective fit perceptions. Specifically, we find that participants who indicated high job pursuit intentions and low perceptions of subjective fit were more likely to spend time on a recruitment website and recall presented information one week after viewing it. We discuss the implications of these findings for organizations as they design and implement early recruitment activities.

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Recruitment: A review of research and emerging directions.

Cited by 69 publications

References 108 publications

Benefits and Risks of Social Business: Are Companies Considering E-Discovery?

Benefits and Risks of Social Business: Are Companies Considering E-Discovery?

Faculty and Librarian Perceptions of a New Faculty Purchase Program

Prerecruitment organizational perceptions and recruitment website information processing

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