Abstract
ABSTRACTAttracting new talent to the hotel industry is a constant organizational need, given the high industrial turnover rates; we report on a study which looks at what the organization communicates in recruitment materials with personal characteristics of job seekers to determine people’s likelihood to apply to hotel positions. A 2X2 between subjects factorial design was conducted with hotel workers, and we observed that when organizations signal status they attracted more job seekers; however, there was a significant interaction effect with individuals’ need for status. For companies that did not signal status in their recruiting materials, there was a significant difference in attraction to the company; those with a high need for status were more attracted to the organization. When companies signaled status in their recruiting materials, there was no difference in attraction based on individuals’ need for status.
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