Role of organizational career websites for employer brand development

Gunesh, Priya; Maheshwari, Vishwas

doi:10.1108/ijoa-01-2018-1327

Cited by 13 publications

(11 citation statements)

References 59 publications

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“…'Role of organisational career websites for employer brand development' [58] This study explores the existence of career orientation and recruitment sites across the entire banking sector in the sample country. It suggests that HR specialists should reshape the banks' career sites to provide further triage guidance and bigger interactivity with internal and external talent pools.…”

Section: D: Workers Retentionmentioning

confidence: 99%

Employer Branding as a Talent Management Tool: A Systematic Literature Revision

Reis

Sousa²,

Dionísio

2021

Sustainability

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The aim of this paper is to present a systematic literature revision (SLR) that shows the relationship between the concept of employer branding (EB) and talent management (TM). Based on the EB model proposed by Backhaus and Tikoo in 2004, and the macro-contingent model for talent management introduced in 2019 by King and Vaiman, we intend both to analyse the theory correlating the EB concept and TM, and to identify TM dimensions that are reflected on the EB concept. A systematic literature revision was carried out using the Preferred Reporting Items for Systematic Reviews (PRISMA) protocol in order to identify and sum up the most relevant studies of the last 10 years concerning these topics. Findings show that scientific literature on the subject grew considerably in the last four years, reflecting the rising concern over the creation of an employer brand at the organisational level. EB explores talent attraction and retention particularly, though, unexpectedly, is also becoming a concept explored by nations to attract a qualified workforce. Analysing selected articles, we may conclude that EB is clearly considered as a tool within the largest process of talent management.

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Section: D: Workers Retentionmentioning

confidence: 99%

Employer Branding as a Talent Management Tool: A Systematic Literature Revision

Reis

Sousa²,

Dionísio

2021

Sustainability

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“…These outcomes are also confirmed by Gunesh and Maheshwari (2019), who conclude that career websites are not sufficiently attractive without interactive content such as videos and animations. The core values and factors that matter to potential employees must be clearly displayed on the career websites and detailed information must be provided.…”

Section: Discussionmentioning

confidence: 69%

Using an eye tracker to optimise career websites as a communication channel with Generation Y

Mičík

Kunešová

2020

Economic Research-Ekonomska Istraživanja

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This paper presents a research study detailing the procedure and results of experimental eye-tracking research to evaluate employers' career websites. The objective of this research was to gain an insight into Generation Y's perspective on the career websites of prospective employers. The objective was developed into several research questions and hypotheses. The eye-tracking research method was used to test the websites. The eye-tracking tests were supplemented by an in-depth interview and a standardised questionnaire with the aim of acquiring the respondents' subjective views and preferences. The research study contributes to an understanding of how prospective employees from Generation Y view the career websites of employers and the importance of the elements presented on them; it allowed factors that affect the perceived attractiveness of career websites to be identified and provided information as to what Millennials liked the most/least about the organisations' career websites and what would be advisable to change in order for the career websites to better serve their purpose. Based on the research findings, recommendations were made for creating attractive career websites for job seekers from Generation Y.

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“…Contemporary organisations utilize all available communication channels for the purpose of promoting their employer brand, with a particular emphasis on websites, social media, or recruitment platforms, which can help employers, deliver job-related information and enhance their image. Previous research indicates that organisations can enhance their employer attractiveness through the consistent use of social media and websites (Gunesh & Maheshwari, 2019;Kissel & Büttgen, 2015). Moreover, the use of websites can support the recruitment process, provide relevant information for job seekers, and help candidates better understand the organisation's values and culture (Dalvi, 2021;Stuss et al, 2018).…”

Section: Source: Authormentioning

confidence: 99%

Employer Brand Promotion: Does It Really Matter in Transition Countries?

Zolak Poljašević

2024

SIJ

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The employer brand refers to the reputation that an organisation has as an employer. The employer brand can be influenced by all the information that the organisation puts out about itself, as well as by all the actions it takes. A positive and strong employer brand has a direct impact on the attraction of quality candidates, their engagement, and retention of current employees. That is why contemporary organisations use all available communication channels to promote their employer brand, i.e. their values and unique culture. In contemporary business environment, the internet and social media represents the primary channel of communication with stakeholders, including job candidates. Additionally, continuous use of the organisation’s website can enhance employer attractiveness, support the recruitment process, deliver job-related information, and strengthen their image. The main purpose of this research is to explore the level of employer brand promotion via company websites in the context of transition countries. The aim of the conducted empirical research is to acquire new empirical insights in the fields of human resource management and employer branding. A total of 303 large companies from Bosnia and Herzegovina were included in the empirical research. The analysis was performed through a targeted search of the official websites of the observed companies. The collected data were analysed using descriptive statistics and analysis of variance. As expected, the data analysis indicated that organisations operating in Bosnia and Herzegovina do not recognize the importance of the organisation’s website in promoting the employer brand and establishing two-way communication with potential job candidates. Regardless of the fact that in the structure of large companies in Bosnia and Herzegovina dominated companies that require lower-skilled labour, employer branding is a useful management tool that contemporary organisations use in the labour market competition. In this context, the use of all available means of communication, including the company website, is the right approach that can attract quality job candidates.

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Role of organizational career websites for employer brand development

Cited by 13 publications

References 59 publications

Employer Branding as a Talent Management Tool: A Systematic Literature Revision

Employer Branding as a Talent Management Tool: A Systematic Literature Revision

Using an eye tracker to optimise career websites as a communication channel with Generation Y

Employer Brand Promotion: Does It Really Matter in Transition Countries?

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