The Effects Of Recruitment Message Specificity On Applicant Attraction To Organizations

Abstract

We used the elaboration likelihood model from marketing research to explain and examine how recruitment message specificity influences job seeker attraction to organizations. Using an experimental design and data from 171 college-level job seekers, the results showed that detailed recruitment messages led to enhanced perceptions of organization attributes and person-organization fit. Perceptions of fit were found to mediate the relationship between message specificity and intention to apply to the organization. In addition, perceptions of organization attributes and person-organization fit were found to influence intentions to apply under circumstances of explicit recruitment information while attractiveness and fit perceptions were shown to influence application intentions under conditions of implicit recruitment information. The theoretical and practical implications of these findings are discussed. Using an experimental design and data from 171 college-level job seekers, the results showed that detailed recruitment messages led to enhanced perceptions of organization attributes and person-organization fit. Perceptions of fit were found to mediate the relationship between message specificity and intention to apply to the organization. In addition, perceptions of organization attributes and person-organization fit were found to influence intentions to apply under circumstances of explicit recruitment information while attractiveness and fit perceptions were shown to influence application intentions under conditions of implicit recruitment information. The theoretical and practical implications of these findings are discussed.

Getting bang for your buck: the specificity of compensation and benefits information in job advertisements

“…Consistent with earlier research (e.g., Roberson et al, 2005), we propose that person-reward fit perceptions will mediate the relationship between the specificity of compensation and benefits information and intention to pursue the job. More specific information will enable job seekers to better assess whether the offered reward package meets their expectations and needs.…”

“…For instance, specific job information is likely to influence person-job fit whereas specific co-worker information might impact person-group fit. Along these lines, Roberson et al (2005) observed that more specific organizational information directly affected person-organization fit perceptions. Similarly, we propose that more specific reward information is likely to directly influence perceptions of person-reward fit.…”

“…The reasoning is that more specific and detailed information in job advertisements allows readers to form a more accurate judgment about the content of the job and the organization and thus allows for stronger fit perceptions (Roberson et al, 2005;Saks & Ashforth, 1997). Presented with low-specificity job information, applicants will not be able to detect whether or not their personal preferences and characteristics fit well with the characteristics of the job.…”

“…Keeping all elements (other than the compensation and benefits information) constant should avoid attribute set size effects (Yüce & Highhouse, 1998). Furthermore, all advertisements had a word count of more than 100 words, which should be sufficient to rule out a simple word-count effect to explain potential differences between conditions (Roberson et al, 2005).…”

“…On the basis of methodologies applied in previous studies (Barber & Roehling, 1993;Roberson et al, 2005;Yüce & Highhouse, 1998), four conditions were designed to vary on the specificity of the provided pay and benefits information. By designing four different condition we were able to capture the effects of increasing levels of specificity in compensation and benefits information.…”