Web-based recruitment: Effects of information, organizational brand, and attitudes toward a Web site on applicant attraction.

Abstract

Recruitment theory and research show that objective characteristics, subjective considerations, and critical contact send signals to prospective applicants about the organization and available opportunities. In the generating applicants phase of recruitment, critical contact may consist largely of interactions with recruitment sources (e.g., newspaper ads, job fairs, organization Web sites); however, research has yet to fully address how all 3 types of signaling mechanisms influence early job pursuit decisions in the context of organizational recruitment Web sites. Results based on data from 814 student participants searching actual organization Web sites support and extend signaling and brand equity theories by showing that job information (directly) and organization information (indirectly) are related to intentions to pursue employment when a priori perceptions of image are controlled. A priori organization image is related to pursuit intentions when subsequent information search is controlled, but organization familiarity is not, and attitudes about a recruitment source also influence attraction and partially mediate the effects of organization information. Theoretical and practical implications for recruitment are discussed.

Evaluating Saudi Corporate Companies Online Recruitment

“…As existing literature indicated that hard navigation, incomplete information, rigid structure and boring website feature can affect users mood and perception regarding corporate brand (Brahmana, 2013;Palmer, 2002;Agarwal & Venkatesh, 2002;Cober et al, 2003;Huang et al, 2012;Allen et al, 2007).…”

“…The relationship between information, organisational brand and attitudes toward website attraction for applicants is argued to be an important area to explore, as website usability, aesthetics, accuracy and richness of job information and organisational information somehow impact viewers' attitudes towards organisational recruitment websites (Allen et al, 2007;Maurer et al, 2007). Furthermore, internet based selection procedures can also have positive impact on perception of company image among potential candidates (Anderson, 2003).…”

“…In such scenario, attracting right candidate is essential, for that the most cost efficient method of pooling suitable candidate is e-recruitment also job seekers prefer to use e-recruitment for a vacancy searching (Bharwani & Butt, 2012;Allen et al, 2007).…”

The Importance of the Interface between Humans and Computers on the Effectiveness of eHRM

“…Research has found that e-recruiting can dramatically reduce recruiting cycles and costs (Cober, Brown, Blumenthal, Doverspike, & Levy, 2000). However, beyond improving efficiency, e-recruiting can also help improve recruiting outcomes such as applicants' perception of the firm and their intention to apply for a position with the firm (Allen, Mahto, & Otondo, 2007).…”

Creating a value proposition with a social media strategy for talent acquisition

“…In today's global and highly competitive marketplace, recruitment 'has emerged as a key antecedent of organisational effectiveness' (Allen, Mahto, & Otondo, 2007, p. 1696. This talent acquisition process is complex and costly involving many decisions on the part of both the employer and potential employee.…”