The role of CSR in high Potential recruiting: literature review on the communicative expectations of high potentials

Boehncke, Gerrit

doi:10.1108/ccij-02-2022-0021

Cited by 4 publications

References 130 publications

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Exploring Talent Management Practices and Corporate Social Responsibility in Finnish Companies

Cajander,

Reiman

2024

Employ Respons Rights J

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The contemporary work landscape is characterized by rapid change and many evolving challenges. Therefore, companies are in increasing need for acquiring fresh knowledge and skills and human capital is acknowledged being a crucial asset for success in business world. The challenge persists in attracting, retaining and managing skilled employees. Though, the importance of corporate social responsibility (CSR) in talent management has been recognized, still there remains a gap in understanding how talent management is integrated into CSR of companies, particularly at the multilevel investigation level. A directed content analysis method was employed on CSR reports of 25 major Finnish companies to explore key talent management practices at normative, strategic, and operational levels, as well as the integration of talent management components into CSR reports. Normative values such as diversity, equity, and inclusion were consistently emphasized in the reports. However, the translation of these values into practical implementation often yielded abstract strategic principles rather than clearly defined operational practices. The companies have placed over reliance on standardized reporting methods rather than providing comprehensive insights into talent management practices.

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Exploring Talent Management Practices and Corporate Social Responsibility in Finnish Companies

Cajander,

Reiman

2024

Employ Respons Rights J

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CSR communication to employees as stakeholders in the pharmaceutical sector

Zilic,

LaVan

2024

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PurposeThis research aims to contribute substantively and methodologically to our understanding of CSR communications in the pharmaceutical sector targeted to employees. Of specific concern is how companies can most effectively communicate their CSR activities to employees.Design/methodology/approachMulti-methods were used to identify CSR-related communication trends and relationships in the largest pharmaceutical companies by market cap. Replicatable data are ROA from Bloomberg, ESG scores, employee satisfaction from Indeed.com and content of CSR and similar reports.FindingsSignificant findings include the content of CSR reports related to employee behaviors and human resource processes. Both HR behaviors and HR processes are related to return on assets ROA. Multinational differences were found in Indeed satisfaction scores and in trends in communications from the CSR reports.Research limitations/implicationsOne of the limitations was that not all pharmaceutical companies consistently reported their data.Practical implicationsGiven that the pharmaceutical sector is comprised of a high proportion of uniquely qualified types of employees, this type of information can be used by prospective employees to consistently include more HR processes. Especially missing is recruitment and selection data that can reasonably be expected to facilitate identifying prospective employees who align with the CSR mission.Originality/valueThe methodology used in this study allows for replication in the pharmaceutical sector. Moreover, it encourages using similar disaggregated ESG data sources to study CSR in other sectors.

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Corporate social responsibility and job pursuit intention: the role of job seekers’ perception on employer prosocial orientation, value congruence and employer attractiveness

Song,

Liew,

Tee

et al. 2024

SRJ

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Purpose This study aims to examine the relationship between corporate social responsibility (CSR) and job pursuit intention (JPI), and the role of job seekers’ perception on employer prosocial orientation, value congruence and employer attractiveness in this relationship. CSR is measured based on internal and external CSR. Design/methodology/approach By adopting quantitative approach, data was obtained through survey questionnaire from 420 bachelor’s degree university fresh graduates from five universities in Malaysia who are actively seeking for jobs. Data was analysed using structural equation modelling technique. Findings Research findings show that internal and external CSR positively impact job seekers’ perception of employer prosocial orientation. Job seekers’ perception towards employer prosocial orientation has a significant positive impact on value congruence. Value congruence has a significant positive influence on employer attractiveness. Finally, employer attractiveness has a significant positive impact on JPI. Practical implications The findings are useful for human resources management. Organisations (employers) should focus on effective internal and external CSR practices through a prosocial orientation approach to attract the best talents and create a strong position in the job market. Originality/value This study extends the Signalling Theory and P-O Fit theory by applying them to an entirely different context of CSR and JPI, by incorporated the holistic job seekers’ psychological processes of the recruitment signals (internal and external CSR), signalling process and person-organisation fit (perception on employer prosocial orientation, value congruence and employer attractiveness) thoroughly.

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The role of CSR in high Potential recruiting: literature review on the communicative expectations of high potentials

Cited by 4 publications

References 130 publications

Exploring Talent Management Practices and Corporate Social Responsibility in Finnish Companies

Exploring Talent Management Practices and Corporate Social Responsibility in Finnish Companies

CSR communication to employees as stakeholders in the pharmaceutical sector

Corporate social responsibility and job pursuit intention: the role of job seekers’ perception on employer prosocial orientation, value congruence and employer attractiveness

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