Talent Attraction through Online Recruitment Websites: Application of Web 2.0 Technologies

Abstract

Talent attraction is one of the major challenges for HR managers. With the rise of online recruitment channels, the number of applicants for a given job vacancy have increased substantially. In addition, the time taken in finding the right talent from the huge pool of applications has increased significantly, adding up to the hiring cycle. In today’s competitive labour market, employers need to highlight their brand image to prospective job-seekers, so that there is higher chance of recruiting the best talent that fits their manpower requirement. In this paper, an attempt is made in investigating that to what extent web 2.0 technologies such as podcasts, blogs and online employee testimonials may enhance the employer's brand value in the eyes of employed professionals. A multi-group moderated mediation analysis is conducted with 361 working professionals who are active online recruitment platform users. The analysis helps establish the effect of the perceived quality and credibility of career websites on job-seekers’ perception about the employer and on their subsequent application intention. The findings reveal positive effect of video podcasts and realistic employee testimonials presented through third party blogs on job-seekers’ perceived quality and credibility of the job advertisement. This phenomenon is reflected in their heightened attraction for the employer and eventual intention to apply for jobs at the firm.

Modeling Corporate Environmental Responsibility Perceptions and Job-Seeking Intentions: Examining the Underlying Mechanism

“…Given that people's job-seeking intentions cannot be arbitrarily improved by the proximal recruitment campaigns [37], it can be boosted in the long term if job seekers perceive an organization as environmentally responsible. Because of the "war for talent", attracting high-quality applicants is one of the major critical tasks for HR professionals [54], and has become a major antecedent for gaining competitive advantages [55]. Hence, the implications of our research findings are significant.…”

Examining Applicant Online Recruitment: The Use of Fictitious Websites in Experimental Studies

“…Moreover, past research employing fictitious websites from the hospitality (e.g., Bernardes et al, 2019; Madera, 2018; Walker et al, 2008) and general management (e.g., Banerjee & Gupta, 2019; Dineen et al, 2002, 2007; Hu et al, 2007; Ihme & Sturmer, 2018; Roulin & Krings, 2019) literatures have mainly used either P–O fit or P–J fit. Thus, this article extends past research by showing that manipulating objective fit (e.g., matching career preference and website type) can influence both P–O fit (Study 1) and P–J fit (Study 2).…”

“…Reflecting this trend in the industry, a small, but growing body of literature from the hospitality industry examines how applicants react to online recruiting (Tracey, 2014). To examine how online recruiting information on websites can lead to applicant attitudes, researchers using experimental methods create and use fictitious websites of hypothetical companies to reflect the online recruiting that real organizations use (e.g., Banerjee & Gupta, 2019; Dineen et al, 2002, 2007; Hu et al, 2007; Ihme & Sturmer, 2018; Roulin & Krings, 2019). By allowing participants to browse or show “screenshots” of fictitious websites, researchers can conduct experiments in which information or messages are manipulated to examine how they can influence applicant attitudes, such as organizational attraction.…”

Job Seekers’ Acceptance Towards Producing Video Resumes for Company’s Recruitment

“…The applications of Web 2.0 are diverse and such technology enables users to experience real time interaction (Banerjee & Gupta, 2019) which is connected to the Web rather than personal computers (Yoo & Huang, 2011). The search for understanding the acceptance of new online technology enabled by the Web 2.0 and its antecedents are becoming more complex than ever (Agudo-Peregrina et al, 2014).…”