Career Web Sites Research Articles

Analysis on the Influence of Employer Branding Strategies with the Desires of Generation Z to Attract Potential Talent in the Start-Up Company: A Case Study of Andalin

The purpose of the research is to understand the factors that affect employer branding, particularly in the context of Generation Z employees in startup companies. Startups have emerged as a prominent career option for Generation Z in the current globalization era, due to their innovative and dynamic work environments. The goal of this study is to determine which aspects of employer attractiveness align with the aspirations and values of Generation Z, specifically analyzing PT Eximku Teknologi Indonesia (Andalin). The study used a qualitative methodology, involving in-depth interviews with internal Andalin and external startup employees. The purpose of the data collection is to identify how employees vary in their responses to the various aspects of employer attractiveness, such as Social Value, Development Value, Application Value, Safety Value, and Economic Value. According to the study, Andalin employees are largely satisfied on most criteria except Economic Value, where some respondents believe their workload is not appropriately provided. External respondents are dissatisfied with most characteristics, except for social, developmental, and economic values, demonstrating a lack of organizational belonging and long-term job stability in startups. Notable results indicate that social media efficiently showcases the working environment to Generation Z and attracts their attention, demonstrating how it is so important for employer branding. Another suggested strategy to increase awareness of the company's culture, vision, mission, and core values of the company is to improve the career website. Furthermore, offering complimentary educational or developing skills courses is suggested as an efficient way of underlying continuous development within the organization, which results in attracting potential employees.

Digital Channels of Employer Brand Formation

Relevance. In modern conditions of high competition in the labor market, new forms of work are becoming particularly relevant, in particular, the creation of an HR brand as a tool for maintaining the company's image and attracting employees. The development of digital technologies has allowed companies to use new channels of employer brand formation – digital. However, despite the existing need, the features of their use have not been fully studied. Social networks and career sites as the main platforms for the formation of an employer's brand are rapidly developing and transforming, which requires their comprehensive research. The purpose is to identify the features of the use of career sites and social networks as the main digital channels for the formation of an employer's brand. Objectives: to reveal the essence and identify the main elements of the employer's brand; to conduct a comparative study of the use of career sites and social networks of four Russian companies: Dodo Pizza, Gulfstream, Chulakov.ru, Exness. Methodology. The methodological basis of the study was the work of G. Martin, S. Hat Trick, T. Ambler, S. Burrow. As a technical tool for the study of social networks, the system of multifactorial analysis of social media "Cribrum" was used, the method of content analysis was used in the study of career websites of companies. Results. As a result of the study, the authors identified the main components of the HR brand broadcast by digital channels focused on basic and additional values. The analysis of digital channels by selected elements revealed the specifics of their use in the formation of the employer's brand. Career sites to a greater extent broadcast additional values of the company, forming a holistic positive image for the general public, without highlighting the target categories of recruiting. Social networks mainly demonstrate the basic values of the company, their content is more specific, focused on certain categories of recruiting. Conclusion. Creating a successful employer brand requires a competent combination of the digital channels considered, taking into account their specifics and the category of recruiting, which will allow HR branding to become a long-term HR strategy for attracting and retaining target groups of employees.

A content analysis to understand the cross-functional nature of the merchandising constituency in the behavioural theory of the apparel firm

ABSTRACT This study aims to investigate an apparel firm’s job positions within the merchandising constituency, discover the organisation of teams within the merchandising constituency, and understand the cross-functional nature of the teams. A direct approach content analysis was conducted on the case study Gap Inc. to collect and analyse 476 job postings on their career website from February to August 2021. The findings illustrated how Gap Inc. organises its internal constituencies and merchandising constituency within a brand, division, job category, and department detailing job responsibilities and cross-functional partners. Further, the findings uncover product category teams that are the core of the merchandising constituency and are structured cross-functionally. This study contributes to the knowledge of the apparel firm, specifically the identification of the cross-functional product category teams.

Connecting with Future Talent: A Review of Employer Value Propositions and Digital Media Channels for Sustainable Companies Targeting Generations Y and Z

Objective: This literature review aims to provide a comprehensive understanding of the employer value proposition of ethical and sustainable companies and the effective digital media channels that sustainable companies can use to attract and communicate with Generation Y and Z candidates. Design/Methods/Approach: The PRISMA systematic literature review method was combined with content analysis of selected articles from the Scopus and Web of Science databases. The selected articles were limited to those published within the last six years and in English. Findings: This study found that sustainable companies need to offer a corporate value proposition that prioritizes clear career progression, work-life balance, a supportive work atmosphere, and ethical aspects, such as reducing carbon footprint and promoting diversity and inclusion. These values are essential to Generations Y and Z, although the priority dimensions of their value propositions may differ. Companies utilize Digital media channels, including owned digital media, paid digital media by using paid endorsers or enhanced profiles on career websites, and earned digital media such as honest reviews on job board platforms and private social media from employees. Originality/Value: This review adds to the existing literature by comprehensively discussing the combined issues of employer value proposition, generational differences, and sustainability. Practical/Policy implication: This review's findings have implications for business and research practice, as sustainable companies can use this information to develop the most relevant corporate value propositions and communication strategies for future targeted talent. Companies can attract and retain top personnel and establish a positive employer brand by effectively communicating their sustainability practices and values. Additional empirical research could investigate the impact of other demographic and psychographic factors on the preferences and priorities of job seekers.

Apakah Career Website Employer, Social Media and Employer Branding Mempengaruhi Daya Tarik dan Keinginan Melamar pada Industri Perbankan?

Along with the growth of internet users and active social media users in Indonesia, HR practitioners recommend using these media in the recruitment process. This study aims to examine how career website, employer branding, and social media in companies as employers affect organizational attractiveness and intention to apply in banking companies. The data analysis method used in this research is the Structural Equation Model (SEM) which is processed using LISREL software. The respondents of this study were students from the State University of Malang as many as 231 students. The findings of this study confirm the relationship of employer branding to the attractiveness of organizations in the banking industry. Social media also has a positive effect on the attractiveness of the organization and the desire of students to apply to the banking industry. The role of using a career website is important in increasing the attractiveness of the organization even though it does not create a desire to apply to the banking industry.

Seçilmiş Firmaların Web Sitelerinin Online İşe Alım ve Sürdürülebilirlik Göstergeleri Açısından İncelenmesi

Sustainability is the ability to use resources rationally, follow technological development, and show institutional change continuity. This research analyzes the researched companies' activities for sustainable human resources management through career web pages. In addition, it is aimed to analyze how they benefit from websites in electronic recruitment and innovation approaches in human resources management. The human resources and career websites analysis method developed by Cober, Brown, and Levy (2004) was used in the research. In the research, the companies' human resources and career websites included in the Borsa Istanbul (BIST) Sustainability Index for November 2019-October 2020 were analyzed and analyzed. It has been determined that sustainable companies use innovative tools in human resources management, benefit from digital systems in their recruitment methods, and share information that can affect potential applicants. Organizations within the scope of the research state that they evaluate the innovative ideas of their human resources by developing innovative projects. However, sustainability reports, where employees are seen as an essential capital, may not be fully known by job applicants. Online platforms should be established to access and communicate employee and potential employee candidates to Human Resources. The era we live in is called the information age and the most important concept defining this era is change and the increase in the speed of change. We think it is necessary, even mandatory, to update their employment policies according to information technologies and move some of their activities to virtual environments. Emphasizing the importance of organizations moving their human resources functions to virtual environments makes this research unique, essential, and functional.

Using an eye tracker to optimise career websites as a communication channel with Generation Y

This paper presents a research study detailing the procedure and results of experimental eye-tracking research to evaluate employers’ career websites. The objective of this research was to gain an insight into Generation Y’s perspective on the career websites of prospective employers. The objective was developed into several research questions and hypotheses. The eye-tracking research method was used to test the websites. The eye-tracking tests were supplemented by an in-depth interview and a standardised questionnaire with the aim of acquiring the respondents’ subjective views and preferences. The research study contributes to an understanding of how prospective employees from Generation Y view the career websites of employers and the importance of the elements presented on them; it allowed factors that affect the perceived attractiveness of career websites to be identified and provided information as to what Millennials liked the most/least about the organisations’ career websites and what would be advisable to change in order for the career websites to better serve their purpose. Based on the research findings, recommendations were made for creating attractive career websites for job seekers from Generation Y.

The 3-I Process: A Career-Advising Framework

The 3-I Process: A Career-Advising Framework

Role of organizational career websites for employer brand development

PurposeThe paper aims to demonstrate the utilization of banks’ career website for publicizing the employer branding strategy to enable effective strategic talent relationship management through talent attraction, engagement and retention.Design/methodology/approachA qualitative approach using purposive sample comprising HR professionals involving HR directors, reward managers and talent relationship managers, participated in semi-structured interviews.FindingsThis paper provides empirical insights on the use of career websites to disseminate the employer brand. The findings reveal the presence of recruitment orientation career websites across the banking sector. It also conveys HR practitioners’ suggestions for revamping the banks’ career websites to a more screening orientation approach for greater interactivity by both the internal and external talent pools.Research limitations/implicationsThe paper depicts the importance attributed around the utilization of career websites in promoting the employer brand by the HR community across the banking sector. It provides clear insights about the specific contents of career websites to enable sustainable talent attraction, engagement and retention.Originality/valueThis paper provides a qualitative insight to the study of employer branding and career websites. Whereas most previous research on career websites have been of a quantitative nature relying predominantly on fictitious websites, having mostly undergraduate students as research participants. This study contributes enormously to the existing literature and practice by unveiling the perceptions of HR professionals on the dissemination of the employer brand through the career website.

Employer Brand Building: Using Social Media and Career Websites to Attract Generation Y

Employer Brand Building: Using Social Media and Career Websites to Attract Generation Y

An Exploration of Hospitality Management Competencies in Turkey through Content Analysis of the Job Ads

This paper reports on the hospitality management competencies required to be assigned to a management position in Turkey. The study found out a number of competencies with top priority ranging from 82.1 to 21.4 percent extracted from job ads on the most browsed career websites in Turkey by employing a content analysis as the research method. These core competencies were delineated in the five domains of Sandwith’s Competency Domain Model in order to discover how they pertained to the theory. The in-depth analysis rendered the whole range of domains particularly leadership, technical and interpersonal, partly conceptual/creative and administrative. The study concluded that recruiters mainly look for managers with leadership, technical and interpersonal competencies in Turkey.

Tapping Into Alumni as a Source of Authentic Information and Advice on Careers in Psychology

This article describes how my psychology department utilizes our alumni to educate current and prospective students about careers in psychology. I explain how we developed an alumni careers website and on-campus alumni careers sessions for students. High school students and our psychology majors reported that they found this information valuable, but they also valued a broader list of psychology job titles. Nevertheless, students appreciated the fact that the alumni careers information was more reflective of real-world jobs of our university’s graduates as compared to the list of job titles.

Growing careers

Growing careers

From education to career readiness: Bridging the gap through mentorship

The American Chemical Society believes “in the power of chemistry and the chemical enterprise to provide solutions to the world’s most pressing problems” (2017 Strategic Plan). ACS promotes the chemical enterprise by supporting investments in education, training, entrepreneurship, and innovation. As chair of the Society Committee on Education (SOCED), I am particularly interested in the society’s investments in education, as these activities are essential to supporting career pathways into and throughout the chemistry enterprise. SOCED’s mission specifically addresses recruiting students into the chemical sciences and retaining them as contributors throughout their careers. I see a critical connection between education and the career readiness necessary to advance the chemical enterprise and to address global challenges. Resources ACS offers a number of resources to support students in their exploration of and preparation for careers in chemistry. The College to Career website (www.acs.org/collegetocareer...

Design deficiencies in corporate career web-sites in India: A content analysis

A content analysis of career websites of 100 employers of India featured in the 2015 ‘Best Companies to Work For’ survey for Indian organizations was conducted followed by a cluster analysis to categorize the different types of career websites. The content analysis was carried out on the basis of f requency of presence of primary, secondary and tertiary website features. A k-means clustering approach was adopted to differentiate career websites in terms of their focus. The analysis revealed four distinct clusters- Dual-purpose (42 websites); Deficient (10 websites); Recruiting-oriented (10 websites) and Screening-oriented (38 websites). The study should help HR managers comprehend that attracting talent through online media needs to be given more thought to make sure that their firm can project itself as the most desirable employer in the eyes of job-seekers.

Matching supply with demand in supply chain management education

Purpose The field of supply chain management (SCM) evolves dramatically due to factors of globalization, innovation, sustainability, and technology. These changes raise challenges not only to higher education institutions, but also to students, employing organizations, and third parties like SCM-related professional bodies. To understand the challenge, the purpose of this paper is to examine the gap between demand and supply of SCM-related knowledge areas, answer-related design questions, and make recommendations to close the gaps. Design/methodology/approach To compare the demand and supply of SCM-related knowledge areas, demand data is collected from a professional career website and supply data is gathered from operations management (OM) and SCM course syllabi from AACSB-accredited business schools in the USA. Cluster analysis identifies how supply and demand are matched on the data collected. Findings First, gaps exist between SCM talent requirements from industry and the knowledge/skill training by US business schools. This paper identifies matching, under-supplying, and over-supplying knowledge areas. Under-supply in emerging areas such as SCM information technology and certain logistics management topics are found. Some traditional OM topics are over-supplied due to out-of-date industry applications and should be revised to reflect the field’s transition from an OM to SCM view. Last, this paper makes recommendations to different stakeholders in this matching supply with demand process. Originality/value This study contributes to the literature in two ways. First, it provides an up-to-date understanding on demand and supply of SCM talent in USA. Second, it provides insights and recommendations not only to educators on curriculum design, but also to potential candidates interested in SCM careers, to companies’ job recruiters, and to professional organizations (such as APICS and Council of Supply Chain Management Professionals) to reduce the gaps between demand and supply.

It Was the Best of Times; It Was the Worst of Times

The importance of work–life balance has increased dramatically in recent years. Hyperconnected employees are struggling to balance the “spillover” between internal work and external life demands. We questioned whether there was a difference in organizationally supported work–life balance at Fortune Magazine’s “Best Places to Work For” versus Wall St. 24/7’s “Worst Places to Work.” We analyzed 1,100 unsolicited, open-ended employee reviews from a major career web site and conducted a contextual analysis of the differences between the “best” and “worst” places to work. Our findings show clear differences in the time benefits offered and governance structures used to support these benefits. Our findings also reveal that employees today are not seeking “balance.” Instead, they are seeking “work–life flexibility,” a new, complex way of looking at the employee today. Findings are discussed and implications for work–life flexibility are provided.

Comparing hotels’ employer brand effectiveness through social media and websites

This research explores hotel companies’ employer branding (EB) through the internet. Many countries in the world will face a gap between the demand for talent in the hospitality and tourism industry and the available talent pool. Previous research found that, in an industry with high labour turnover and rather negative public image as an employer, EB approaches can be used to attract potential employees in a more targeted manner. The impact of on-line tools for companies to present themselves as a good employer brand is now crucial. For this study the online employer brand presence and effectiveness of 4-star and 5-star hotels are compared. Using content analysis, the presence of companies’ employer brand and the appreciation for their employer brand message was assessed. The brands involved are: Hilton, Doubletree, Radisson Blu, Park Plaza, Marriott, Crowne Plaza, Novotel, Holiday Inn and NH. The online presence of each brand was evaluated through their corporate career website, brand Facebook page and brand LinkedIn page. Results show that all brands have the possibility to improve their employer brand online profiles, while for all of them specific attention needs to be given to the consistent use of the channels. From a maximum score of 115 for a perfect online employer brand profile, the highest score was 64 and the lowest 37.

Abstract B01: Career 911: A massive open online course (MOOC) to promote healthcare workforce diversity

Abstract Purpose: Building a diverse healthcare workforce warrants efforts to scale health careers education for underrepresented and nontraditional students, as health career opportunity programs are not accessible to many students. A massive open online course (MOOC) is a new model for education that offers knowledge and resources for free. Accessible globally to anyone with an internet connection, MOOCs have the potential to impart interdisciplinary knowledge and skills toward students' pursuits of health related careers. Here, we describe the design, implementation, and evaluation of the MOOC, “Career 911: Your Future Job in Medicine and Healthcare.” Career 911 seeks to enable students to explore health career options and build skills for their career journey, including: articulating a personal story, resume and cover letter writing, job search, interviewing, professional networking, and professional communications. We examine the reach and characteristics of enrolled learners from the first run of Career 911 (April 13 – May 24, 2015) and investigate the challenges and concerns students had about pursuing their healthcare career goals. Methods: Data collected included students' self-reported demographic information from a pre-course survey as well as students' content usage and engagement from participant tracking logs and activity metadata. Self-reported career challenges were parsed from homework submissions and coded using standard qualitative methods. Results: A total of 8,338 students from 159 different countries (44% from the United States) enrolled in the first run of Career 911. Whereas MOOC student populations tend to be male, older, highly educated, and employed, Career 911 students were female (56%), younger (mean = 34.2 and 18% were under the age of 22), currently still in school (43%), and not currently employed full time (63%). The most frequently cited challenges and concerns students had about pursuing their career goals included finances, time management, competition of getting jobs/getting into programs, and family commitments. In the six week run of the course, 450 students explored career websites; 220 students mapped their 1, 2, and 5-year career steps to achieve their target profession/job; 163 students put together a professional networking plan with informational interview questions; 132 students created a cover letter; and 125 students created a resume. A sizeable percentage of learners (11%) indicated that they were educators and were interested in using the course content for their own students. Conclusion: MOOCs have the potential to scale health careers exploration and career readiness resources to global populations, supporting thousands of students through content that can scale. We discuss several key challenges and opportunities for future MOOCs to enhance entry into health care careers and impact health equity globally. Citation Format: Melissa A. Simon, Laura S. Tom, Kasey Brown, Shaneah Taylor, Nadia Hajjar, Emmanuel Cordova Telles, Erika de la Riva. Career 911: A massive open online course (MOOC) to promote healthcare workforce diversity. [abstract]. In: Proceedings of the Eighth AACR Conference on The Science of Health Disparities in Racial/Ethnic Minorities and the Medically Underserved; Nov 13-16, 2015; Atlanta, GA. Philadelphia (PA): AACR; Cancer Epidemiol Biomarkers Prev 2016;25(3 Suppl):Abstract nr B01.

Action Research Using a Chinese Career Model Based on the Wisdom of Classic of Changes and its Applications

To challenge the Taiwan Ministry of Education's (TMOE) dominant enforcement of a person-environment fit model, the Chinese Career Research Center incorporated yin-yang alternation principles from the Classic of Changes ( I Ching, Yi Jing or 易經) to develop the model of career development touching the sky yet grounded (TSG) and corresponding practice guidelines, a career website (CCN), and four career service projects. Using Lewin's (1946) cyclical-spiral process of action research, CCN and TSG service projects were promoted to complement the TMOE's fit model, and feedback was utilised to revise our TSG model and its applications. Yin-yang alternation principles and the four stages of chien (the creative) from the Classic of Changes were applied to develop social action strategies. Social change was indicated by counsellors’ and students’ changes in their career views, as well as the TMOE's direct financial support for TSG service projects. This progress is encouraging for whoever is interested in developing culture-inclusive indigenous psychology with practical outcomes.