Web‐based corporate, social and video recruitment media: Effects of media richness and source credibility on organizational attraction

Frasca, Keely J.; Edwards, Margaret J. A.

doi:10.1111/ijsa.12165

Cited by 42 publications

(31 citation statements)

References 47 publications

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“…However, little is known about the effects of social media in a recruitment context, so it is not clear whether these social media expenditures are a wise investment. Initial empirical evidence in this domain shows that information about the organization on social media can influence potential applicants' perceptions of an organization (Frasca & Edwards, 2017). For example, Sivertzen et al (2013) found that people who reported having seen information about the organization on social media, had a more positive perception of corporate reputation.…”

Section: Social Media and Recruitmentmentioning

confidence: 99%

Attracting applicants through the organization's social media page: Signaling employer brand personality

Carpentier

Hoye

Weijters

2019

Journal of Vocational Behavior

104

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The purpose of this study is to examine how potential applicants' exposure to an organization's social media page relates to their subsequent organizational attractiveness perceptions and wordof-mouth intentions. Based on signaling theory and the theory of symbolic attraction, we propose that potential applicants rely on perceived communication characteristics of the social media page (social presence and informativeness) as signals of the organization's employer brand personality (warmth and competence), which in turn relate to organizational attractiveness and word-of-mouth. Data were gathered in a simulated job search process in which final-year students looked for an actual job posting and later visited an actual organization's social media page. In line with our hypotheses, results show that the perceived social presence of a social media page was indirectly positively related to attractiveness and word-of-mouth through its positive association with perceived organizational warmth. Perceived informativeness was indirectly positively related to these outcomes through its positive association with perceived organizational competence. In addition, we found that social presence was also directly positively related to organizational attractiveness. These findings suggest that organizations can use social media pages to manage key recruitment outcomes by signaling their employer brand personality.

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Section: Social Media and Recruitmentmentioning

confidence: 99%

Attracting applicants through the organization's social media page: Signaling employer brand personality

Carpentier

Hoye

Weijters

2019

Journal of Vocational Behavior

104

View full text Add to dashboard Cite

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“…It decreases the transaction costs. The employment information in social media is more personoriented, includes wider organizational attributes and could be perceived as more credible and desirable signal in building employer brand image (Frasca and Edwards 2017). Social media provide more opportunities to share information with a larger audience, they allow for interaction, they are more easily accessible, and their content is more permanent (McFarland and Ployhart 2015).…”

Section: Theory and Hypothesesmentioning

confidence: 99%

Social Media in Employer Branding in FMCG in Russia: Millennials’ Perspective

Kucherov

Zhiltsova²

2020

Journal of East-West Business

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The goal of this article is to investigate the impact of corporate social media on the perception of employer brand image and employer attractiveness which, in turn, could lead to application intention of Millennials in FMCG industry in Russia. The research model was tested through questionnaire from 119 bachelors, masters, and graduates in the Russian leading business school. The empirical data was analyzed with regression analysis. At the second stage, six semi-structured interviews in two Russian business schools were conducted to receive deeper insights. As hypothesized, both high level of information availability and employees' engagement in social media led to the positive perception of the employer brand image as well as to attractiveness perception. The latter, in turn, increased the application intentions of Russian Millennials. The qualitative research provided additional evidence about the advantages of using social media for recruitment and employer branding needs, expected content, and the role of particular social media tools in enhancing the employer branding programs in FMCG industry in Russia. Limitations of the study relate to inability of generalization (the research was undertaken for FMCG industry), noninclusion of some demographic characteristics, and opportunity to include the intermediate mechanisms into the model. The study enhances current knowledge about the role of social media in enhancing employer branding and recruitment initiatives. It contains a set of particular recommendations for FMCG employers.

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“…Recently, a few organizations have started to use video applications (Frasca & Edwards, 2017; Waung, Hymes, Beatty, & McAuslan, 2015). Candidates apply through a video instead of a traditional resume, introducing themselves and presenting their background.…”

Section: Recommendations For Future Researchmentioning

confidence: 99%

Analyzing discrimination in recruitment: A guide and best practices for resume studies

Adamovic

2020

Int J Selection Assessment

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Resume studies are natural field experiments in which researchers standardize the content of resumes and vary them by individual characteristics. Researchers submit the resumes to job advertisements and compare the employers' responses toward the different resumes to measure labor market discrimination. Despite the robustness of this method, its use has not been fully exploited in human resource management and organizational psychology research. Based on a literature review, we provide an overview of the best practices for resume studies and a step‐by‐step plan to guide researchers. We also explain challenges in the design and implementation of these studies and how they can be addressed. Finally, we suggest avenues for future research and how future studies can contribute to reduce hiring discrimination.

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Web‐based corporate, social and video recruitment media: Effects of media richness and source credibility on organizational attraction

Cited by 42 publications

References 47 publications

Attracting applicants through the organization's social media page: Signaling employer brand personality

Attracting applicants through the organization's social media page: Signaling employer brand personality

Social Media in Employer Branding in FMCG in Russia: Millennials’ Perspective

Analyzing discrimination in recruitment: A guide and best practices for resume studies

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