The Influence of Corporate Image and Specificity of Candidate Qualifications on Response to Recruitment Advertisement

Belt, John A.; Paolillo, Joseph G. P.

doi:10.1177/014920638200800107

Cited by 152 publications

(116 citation statements)

References 1 publication

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“…For example, the results of studies by Rynes and Miller (1983) and Barber and Roehling (1993) showed that specific information regarding job characteristics influenced applicants' perceptions of organizational The Effects of Recruitment Message 4 attractiveness. Other research, however, has found either no or mixed effects regarding the role of ad specificity in the recruitment process (Belt & Paolillo, 1982;Mason & Belt, 1986). Given these mixed findings and the lack of a theoretical foundation in these studies, our understanding of recruitment processes may be enhanced to the extent that we can explain how and when detailed advertising will affect applicant intentions to apply to organizations.…”

Section: The Effects Of Recruitment Message Specificity On Applicant mentioning

confidence: 82%

“…Several authors have suggested that decisions to apply to an organization are often heavily reliant upon the general impressions of attractiveness that applicants hold about organizations (e.g., Belt & Paolillo, 1982;Rynes, 1991). Specifically, because of the small amount of information that is available to applicants early in the job choice process, applicants tend to base their initial application decisions on their perceptions and attitudes about organizations (Rynes, 1991).…”

Section: Recruitment Advertisement Specificity and Application Intentmentioning

confidence: 99%

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The Effects Of Recruitment Message Specificity On Applicant Attraction To Organizations

Roberson

Collins

Oreg³

2005

J Bus Psychol

163

159

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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.

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Section: The Effects Of Recruitment Message Specificity On Applicant mentioning

confidence: 82%

Section: Recruitment Advertisement Specificity and Application Intentmentioning

confidence: 99%

The Effects Of Recruitment Message Specificity On Applicant Attraction To Organizations

Roberson

Collins

Oreg³

2005

J Bus Psychol

163

159

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“…The study has strongly influenced the significance of information to be provided and word of mouth transmission by the companies (Cable et al, 2000). Company reputation has a strong impact in the minds of university students for their prospective employer which indicated that one major determinant of an organizations ability to recruit fresh graduates is organizational reputation, referring to the status of a firm's name relative to competing firms (Belt and Paolillo, 1982;Gatewood et al, 1993).…”

Section: Discussionmentioning

confidence: 99%

“…Establishing well-built relations with fresh graduate masses provides the company an exclusive means to profile them as future employers and better augment their corporation likeness. "Research has indicated that one major determinant of an organizations ability to recruit fresh graduates is organizational reputation (Cable and Turban, 2003), referring to the status of a firm's name relative to competing firms" (Belt and Paolillo, 1982;Gatewood et al, 1993). We have taken reputation as comparable to a trademark and have taken employer brand equity in this regard.…”

Section: Literature Reviewmentioning

confidence: 99%

Impact of employer brand-equity promotion for effective talent recruitment of fresh graduates in Pakistan

Baloch¹,

Awan²

2012

Afr. J. Bus. Manage.

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The current study was an attempt to investigate the impact of employer brand equity towards effective talent recruitment in telecommunication companies of Pakistan. As suggested by Ting and Paul (2011), the study also sought to test the mediating role of educational institutions. Two types of survey questionnaires, adapted (with slight modifications) from the study of Collins and Stevens, were used to obtain the data from 200 fresh university graduates and 273 employees of the five cellular companies located in Islamabad and Rawalpindi. SPSS 18 and AMOS 18 software were used for data analyses. Data received from the university graduates was used for rating these companies against different parameters, for which cross tabulation was used to statistically test the results. Whereas, the data collected from the employees was used to measure the mediating effect of educational institutions in relationship between employer brand equity and effective talent recruitment. The results of structural equation modelling show that the educational institutions play partially mediating role in hypothesized relationship. The study recommends that the organizations should seek help from the educational institutions to improve effectiveness of their brand equity and talent recruitment. The study has implication for organizations as well as the academicians for further research on the topic, including other variables.

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“…Rynes (1989) suggested that general impression of organizational attractiveness that she phrases as corporate image (or reputation in this research) is an important factor of job choice decision. Gatewood, Gowan, & Lautenschlager (1993); Fombrun & Shanley (1990); Belt & Paolillo (1982) and others indicated that corporate reputation is a major component of job choice decisions. This research is not about rating corporate image or reputation rather it intends to identify job attributes that affect job choice.…”

Section: Company Reputationmentioning

confidence: 99%

Job Attribute Preference of Executives: A Conjoint Analysis

Yasmin¹,

Mahmud²,

Afrin³

2016

ASS

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This research explores the job attribute preferences of executives in Bangladesh. Unlike most past researches that deployed isolated estimation methods, this research used conjoint analysis, a marketing research tool to measures the relative utilities and trade-off matrices of different job attributes. Data was collected from 140 executive MBA students from a premier business school in Dhaka using a questionnaire presenting an array of hypothetical job offers. Salary & benefit and person-job match are found to be the top two most preferred job attributes. Workenvironment and company-reputation are indicated as the two least important job attributes.Simulation was run to demonstrate the trade-offs people make in their job choice decisions. Case-wise conjoint results show no significant difference among different demographic groups (e.g. married-single, have-don't have dependents and others) in terms of the order of importance of the job attributes. However, the value of the relative importance was found to be slightly different for different demographic groups.This research is important for academics as it demonstrate a new technique to analyze job attribute preferences. Managers can use the results of this study for designing jobs to attract and retain the best talents of the market. They can use the simulation process demonstrated here for optimizing overall preference of their job offers.

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The Influence of Corporate Image and Specificity of Candidate Qualifications on Response to Recruitment Advertisement

Cited by 152 publications

References 1 publication

The Effects Of Recruitment Message Specificity On Applicant Attraction To Organizations

The Effects Of Recruitment Message Specificity On Applicant Attraction To Organizations

Impact of employer brand-equity promotion for effective talent recruitment of fresh graduates in Pakistan

Job Attribute Preference of Executives: A Conjoint Analysis

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