Potential Job Applicants Research Articles

Strategi Komunikasi Yayasan A dalam Rekrutmen Pegawai

This research aims to find out how to formulate communication strategies and evaluations in employee recruitment at Foundation A. A descriptive qualitative approach with a constructivism paradigm. The research sample was job applicants using a purposive sampling method. The research data analysis process was carried out using method triangulation and data source triangulation. Based on the research results, the recruitment process carried out by Foundation A is still carried out normatively. Employer branding and company reputation have an important role in attracting potential job applicants to join Foundation A

Sourcing algorithms: Rethinking fairness in hiring in the era of algorithmic recruitment

AbstractSourcing algorithms are technologies used in online platforms to identify, screen, and inform potential applicants about job openings. The popularity of such technologies is rapidly increasing due to their pervasiveness in online advertising and beliefs that sourcing algorithms can decrease time to hire while improving the quality of new hires. What is little known, however, are their potential risks: sourcing algorithms could (intentionally or unintentionally) encode or exacerbate occupational demographic disparities, thereby hindering organizational diversity and/or decreasing the effectiveness of online hiring practices. Because sourcing algorithms identify and screen potential job applicants before they are made aware of employment opportunities, methods for evaluating discrimination in hiring which focus solely on job applicants (e.g., adverse impact ratio), may fail to detect the effects of discriminatory sourcing algorithms. Thus, we propose an expanded model of the employee hiring process to take into account the role of sourcing algorithms. Based on empirical approximations, we conducted a Monte Carlo simulation study to examine the magnitude and nature of sourcing algorithms' influence on hiring outcomes. Our findings suggest that sourcing algorithms could hinder the diversity of new hires while misleadingly suggesting positive diversity outcomes in personnel selection. We provide practical guidance for the use of sourcing algorithms and call for a systematic re‐examination of how to evaluate selection system fairness in the era of algorithmic recruitment.

The Impact of Employer Brand on Job Seekers’ Attitudes and Intentions: The Moderating Role of Value Congruence and Social Media

The "Talent War" has been going on for a while. This has prompted businesses to create strong employer brands that project a positive impression to potential job applicants to draw in the best-qualified ones. Although numerous researchers are interested in employer brand, however, little attempts have sought to comprehend how the two generations X and Y perceive the characteristics of an employer brand and how it affects their intention to apply for a job. Therefore, this paper seeks to understand the impact of employer brand attributes on generation X and Y attitudes and intention to apply for a job. It also examines the moderating influence of values congruence and social media on the connection between employer brand and intention to apply for a job, along with the role of belonging to generation X or Y, business sector, and experience level. Conducting a quantitative approach, 272 questionnaires were collected and analyzed. Using AMOS-SEM, the empirical findings revealed that employer brand positively affected job-seeking attitudes; however, there is no significant link between employer brand and intention to apply for a job. Additionally, the findings confirmed the interaction role of both values congruence and social media on the association between employer brand and intention to apply for a job. In addition, by conducting a multigroup analysis (MGA), we found no empirical support for the significant effect of experience and business line. Nevertheless, the positive and significant effect of belonging to generation X was revealed. This paper holds outstanding theoretical and managerial contributions for concerned scholars and employers, respectively.

My Company Cares About My Success: The Impact of a Firm’s Ethical Reputation on Employee Success

As corporate scandals continue to dominant the news cycle, the value of a company’s ethical reputation has become a focal point for management researchers. We seek to join this conversation and extend the research centered on a firm’s ethical reputation. We accomplish this by shifting our focus away from its impact on external stakeholders (e.g., customers, investors, potential job applicants) to its impact on internal stakeholders (e.g., employees). To this end, we rely on signaling theory to explain why a firm’s ethical reputation matters to its employees in effort to bridge the macro-micro research gap. Specifically, we integrate one macro-level proprietary dataset (i.e., Ethisphere) and one micro-level proprietary dataset (i.e., Glassdoor) to propose and demonstrate that a firm’s ethical reputation (i.e., macro-level construct) positively impacts multiple aspects of employee career success, such as career opportunities and work-life balance (i.e., micro-level constructs). Given our signaling theory framework, we also identify and explain when two industry-level characteristics operate as boundary conditions that distort a firm’s ethical reputation signaling properties. Subsequently, we also demonstrate that high levels of industry competition and industry regulation mitigate the impact of a firm’s ethical reputation on career opportunities and work-life balance. Theoretical and practical implications are discussed.

Increasing Women’s Employment Opportunities in Digitalizing Saudi Arabia’s Economy

While the Saudi Arabian government is looking for options to diversify its economy through innovation and the use of digital technologies to drive economic growth, likely in response to the global drop in oil prices, the participation of women in digital technologies in religiously conservative societies like Saudi Arabia is a poorly researched topic. Based on a theoretical framework suggesting the applications and construction of technological knowledge and skills for improving the prospects of women’s employment in digital technologies, this study investigates the impact of information and communication technology (ICT) skills on employment opportunities in digital technologies for women in Saudi Arabia. The structuration theory adopted in this study explained how social structures, such as government institutions, academia, and businesses, play a key role in regulating the interaction of agents (both insiders—organizational employees and outsiders—potential job applicants) with technologies and, as a result, the acquisition of digital competencies, which can be used to find jobs, self-employ, or advance up the digital career ladder. The data gathering tool was semi-structured interviews, which matches well with the qualitative research approach utilized in this study. The study investigates the perspectives of individuals who are directly involved in the employment, knowledge, and training of Saudi Arabian women. Though participants from government groups believe that suitable law for equal education, training, and job opportunities is documented as part of Vision 2030, data does not provide insight into how equal opportunities rules are implemented in the labour market. The study’s findings suggest that the barriers to Saudi women’s engagement in digital technologies can be reduced by enforcing the equal opportunity norm within social institutions.

Career Mobility and Hiring Bias: Frontiers of Labor Market Research

Career Mobility and Hiring Bias: Frontiers of Labor Market Research

Работодателската марка като конкурентно предимство

The article examines the employer branding as an expression of the reputation and experience that creates an organization as an employer (this is in practice the identity of the organization, which is perceived by the public). It has been pointed out that building a successful employer branding strategy is done through the development and ongoing implementation of policies, programs, rewards, benefits offered to potential job applicants and to existing employees benefits and advantages. Good employer branding has been shown to be a strong competitive advantage in recruiting and retaining employees. Even if no specific employer branding strategy has been created, this brand exists in reality and has an impact on a daily basis. If there is no such strategy, however, the brand is likely to be perceived in a different way than we want it to be perceived. The different stages in developing and implementing an employer branding strategy are therefore discussed.

Effect of Power Message on Employee Response and Job Recruitment in the Hospitality Industry

In the hospitality sector, it is often believed that giving more power to customers (e.g., “the customer is king”) would enhance the service quality, customer satisfaction, and organizational performance. However, it can cause a backlash by excessively elevating the level of the customers’ perceived power, which could result in their power abuse against the employees. Based on the organizational support theory, this research argues that balancing the level of power between the customers and the employees (vs. shifting the power to the customers) can be more effective for improving the perceptions of both the current and the potential employees. The argument is empirically supported by the findings from three studies, which showed that adopting a power-balancing message positively affects the current employees’ perceived organizational support and motivates them to feel obliged to give back to the organization and also potential job applicants’ organizational attraction and the job pursuit intention.

Why Benefiting from Discrimination is Not Seen as Discrimination

Discrimination continues to plague organizational life, creating inequities that harm workforce diversity, employee commitment, and organizational performance. While existing research has debated the roles of implicit and explicit prejudice in perpetuating discriminatory decision making in organizations, we offer an overlooked, complementary explanation for its persistence: favoring- framed discrimination is not recognized as discrimination. Specifically, we integrate research on inequity frames and the attribution to discrimination framework to theorize that discriminatory decisions that are described as favoring candidates, compared to disfavoring candidates, are less likely to be recognized as discrimination, because such decisions are perceived to be motivated by positive intentions. We find support for our theory across a qualitative survey, an experience-sampling study, and two large-scale experiments (Studies 1a-3), investigating a wide range of contexts including race, gender, and citizenship status. We find that even trained experts in human resource management are less likely to recognize discrimination when described as favoring (Studies 4a-b), and the framing of the same discriminatory decision affects potential job applicants’ job pursuit intentions (Study 5). This work contributes to a nascent perspective that advantaging mechanisms in organizations are critical: because individuals do not recognize favoritism as discriminatory, favoritism may especially contribute to the persistence of inequity.

On the hiring of kin in organizations: Perceived nepotism and its implications for fairness perceptions and the willingness to join an organization

Nepotism is often condemned, but little is known about what people construe as nepotism, and why it is considered problematic. In five experiments, conducted in Indonesia and the U.S.A., we addressed the question whether the employment of a competent family member is considered just as nepotistic and unfair as the employment of a less competent family member. In Studies 1 (N = 101) and 2 (N = 200), participants construed the hiring of a relative within the same organization as nepotism, regardless of the relative’s competence. In Studies 3 (N = 229) and 4 (N = 204), the hiring of relatives was seen as problematic because it violated principles of procedural fairness. Study 4 also showed that nepotism was viewed as more unfair than cronyism (employment based on a social network). Study 5 (N = 173) showed that perceived nepotism can hinder an organization’s ability to attract qualified personnel by demonstrating that potential job applicants were less likely to apply for a job at a prestigious but nepotistic organization compared to a less prestigious and less nepotistic organization.

The influence of political climate on job pursuit intentions and the moderating effect of Machiavellianism

AbstractJob seekers now have access to a number of internet resources (e.g., social media, chat rooms, and message boards) that provide information about potential employers. These resources provide potential job applicants with extensive amounts of third‐party information about organizations, including information about the extent to which a particular organization's climate can be characterized as being political. Unfortunately, owing to a dearth of research on this topic, it is unclear to what extent such information about an organization's political climate might affect the recruiting process. Therefore, drawing from the Attraction‐Selection‐Attrition model, we considered the extent to which potential job applicants are less (more) likely to pursue jobs in organizations that are perceived as more (less) political. We further identified Machiavellianism as a potential moderator of this relationship, given that this trait reflects the extent to which an individual would “fit” into a highly political work environment. Across three studies, our findings provide evidence that job applicants report being less likely to pursue jobs in organizations characterized by high levels of workplace politics. The results further indicated that Machiavellianism attenuates this negative effect. In light of our findings, we discuss implications for how information that is not controlled by the organization (e.g., information provided by social media or other internet‐based sources) affects job pursuit intentions and the organization's applicant pool.

Who Wants to Work for Japanese Companies? A Case in Malaysia

This study examined the factors associated with job‐pursuit intentions for Japanese companies among young, college‐educated Malaysian respondents. Building on the frameworks of Japanese‐style management and the organizational image theory, the study examined the perceived images of Japanese companies and their relations to the actual job‐pursuit intentions among potential job seekers in Malaysia. Using two types of surveys—one based on students (prospective new graduates), and the other based on mid‐career workers—we found that a positive image of Japanese companies’ human resource management was attractive to both types of potential job applicants. Images related to skill training and monetary compensation were more appealing to students, whereas the image of career development was more appealing to mid‐career workers. We also found that Japanese companies tend to attract members of the workforce who are talented in job‐specific skills and professional knowledge in the Malaysian context.

Predicting hotel attractiveness via personality traits of applicants

PurposeDespite the fact that hotels rely heavily upon frontline employees, extant evidence on what makes a hotel attractive in the eyes of job applicants is scarce. Thus, this paper aims to incorporate the Big Five personality traits model to identify what potential hotel job applicants are likely to seek in their prospective employers.Design/methodology/approachApplicants for non-managerial, frontline posts at upscale hotels were approached via three branches of a career agency located in England, UK; their responses were gathered via a self-administered questionnaire. The 522 usable responses were used in a covariance-based, multi-group structural equation modeling scheme to investigate three main research propositions with regards to the applicants’ personality traits’ influence on their perceptions of a hotel’s attractiveness as a potential employer.FindingsAnalysis of responses indicates significant differences regarding the impact of extraversion, conscientiousness and openness on perceived facets of employer attractiveness. Additionally, findings suggest that high self-esteem does make applicants more demanding, while work experience also influences their preferences regarding the hotels’ profiles as an employer.Research limitations/implicationsThe results of this study are limited to applicants for non-managerial, frontline job positions in upscale hotels in the UK.Practical implicationsPractically, this study offers practitioners valuable feedback regarding the potential applicant’s personality profile that grants the best fit with an upscale hotel.Originality/valueWhile different studies tried to identify the organizations’ attributes that attract potential applicants, evidence on what attracts individuals to a hotel is very limited. Hence, the present study tries to address this gap and link potential applicants’ personality profiles with that of hotels as employers.

Sustainability and company attractiveness

PurposeThe purpose of this study is to examine whether a company’s sustainability practices affect job seekers’ perceptions of the attractiveness of the company as a potential employer.Design/methodology/approachA survey completed by 259 university students assessed the respondents’ attitudes toward sustainability. Participants were then presented a series of scenarios describing the sustainable practices of hypothetical companies using the triple bottom line factors of sustainability (economic, environmental and social) and were asked how attractive they found the company to be and the likelihood that they would accept a job offer from the company.FindingsThe findings indicate that sustainability as a single concept and each sustainability factor individually influenced the attractiveness of a company to potential employees.Research limitations/implicationsThe results of the study add to the body of job choice research, specifically as related to sustainability practices of companies. It furthers the body of work related to signaling theory and job attractiveness.Practical implicationsThe results of this study indicate that sustainability performance is an important factor in determining the attractiveness of a company to potential applicants.Social implicationsThe research highlights the importance of sustainability to potential job applicants. Companies should be aware that positive sustainability performance can make it more attractive to these applicants. The results reported from this research provides additional motivation for companies to pursue efforts in sustainability.Originality/valueThe research builds upon existing research in the fields of sustainability and job choice. While previous research has looked at many factors regarding applicants and job choice including, no other research was found which explicitly considered the triple bottom line factors of sustainability.

PENGARUH KEADILAN PROSES SELEKSI DAN NEGOSIASI GAJI TERHADAP DAYA TARIK ORGANISASI DENGAN REPUTASI PERUSAHAAN SEBAGAI VARIABEL MEDIASI

The importance of organizational attractiveness management, attract potential job applicants who have superior competence and it suitables with the needs of the organization. The company realized that the way in getting potential employee candidates was made a fair selection procedure for prospective employees. Salary negotiation becomes an inseparable aspect in the recruitment process. Therefore, the organization needs attention to the ways in which potential employee candidates view salary negotiations as a organizational attractiveness. The factors as well as the selection fairness and the salary negotiations that the company has made will improve the firm reputation and it certainly attract interest in applying for jobs. The sample were 53 respondents from permanent and non-permanent teachers at kindergarten, elementary, junior, and senior high school of Santo Yoseph Denpasar by using proportional sampling technique. This research used analysis technique PLS (Partial Least Square). The results showed that the selection fairness and the salary negotiation had a positive and significant impact on the firm reputation. Furthermore, they had a positive and significant influence on the organizational attractiveness. Besides that, the firm reputation as a mediating variable had a positive and significant impacts to the selection fairness and the salary negotiation on the organizational attractiveness.

Workplace authenticity as an attribute of employer attractiveness

PurposeThe purpose of this paper is to investigate the relevance of authenticity as a possible attribute of employer attractiveness. Additionally, the study compares authenticity to other factors of attractiveness, such as economic, development, social, interest and application values.Design/methodology/approachA survey was conducted with a total of 937 respondents. The questionnaire consisted of the employer attractiveness scale developed by Berthon, Ewing, and Hah (2005) and an adapted version of the authentic living scale (Wood et al., 2008).FindingsThe results show that workplace authenticity is equally valued as an attractiveness attribute as having opportunities for economic and personal development, and that it is significantly more highly valued than other attractiveness dimensions of the work environment, such as interest value, social value, and application value. The results also show that authenticity matters more as an attribute of attractiveness for top management, older professionals as well as women.Practical implicationsThe findings suggest that firms become more competitive in attracting talent if their recruitment strategies place more emphasis on authenticity as a psychological benefit that can be obtained through working in the company. The use of social media (e.g. employee testimonials, chats, and blogs) can help to this end.Originality/valueThe subject of workplace authenticity has been receiving increasing attention in the academic literature, and the studies reveal the benefits that it may entail for both developing and retaining a more engaged and productive workforce. However, previous research has not considered how perceptions of workplace authenticity may also help organizations become more attractive in the eyes of potential job applicants.

High performance work systems and organization attraction

Purpose– The purpose of this paper is to test the effect of human resource systems on organization attraction. Furthermore, the authors theorize and test how the vocational interests of prospective employees can serve as boundary conditions that affect the relationship between high-performance work systems (HPWS) and organization attraction.Design/methodology/approach– To achieve these ends, this study conducts a scenario-based experiment with prospective employees to examine the effects of HPWS and vocational interests on organization attraction.Findings– The authors demonstrated that HPWS is an important feature for organization attraction. Despite the generally positive linkage between HPWS and organization attraction, the most important implication of the findings is that job applicants also have an important role in responding to the features being used by a firm to attract applicants through HPWS. For example, potential job applicants with higher (rather than lower) social vocational interests are more likely to be attracted to the HPWS of firms.Research limitations/implications– This study has limitations that must be considered. In particular, the authors treated HPWS as a unidimensional construct. Given the study design, it is unclear whether the attraction effects are driven by HPWS as a whole or whether they are being driven by any single or multiple component(s) of the system. Future research needs to consider examining how specific practices are matched with specific vocational interests by using multiple scenarios where they bundle different high-performance work practices. Doing so would further the understanding of which specific practices affect attraction and for whom.Originality/value– This study contributes to the authors’ knowledge of the effects of HPWS on organization attraction. In addition, job applicants’ social vocational interest plays an important role in strengthening the relationship between HPWS and organization attraction.

Initial Job Choice in the Greater China Region

Job application choice is influenced by job/organisational attributes, both traditional ones, such as salary, prospects, location, company type and newer ones, such as corporate social responsibility (CSR). To examine the varying importance of these and the impacts of location and gender for initial job applications, potential job applicants were surveyed who were about to join the jobs market based in China, Hong Kong and Taiwan, often grouped together as the Greater China region. Using conjoint analysis of different job scenarios it is found that the importance of different job characteristics does vary across the region, although with no clear result regarding gender. The theoretical and practical implications of this work is discussed.

Employment preferences of job applicants: unfolding employer branding determinants

Purpose – In the ever increasing competition in the employment market, an organization’s need to become a “great place to work” has gained significant momentum. Employer branding has thus emerged as an essential management practice employed by the organization to create its image as desirable employer in the eyes of prospective employees. The purpose of this paper is to highlight the understanding of employer branding through the eyes of “potential” young employees in Delhi and North Central Region, India. The results presented in this paper throw light on the perceived importance of employer branding among the prospective employees via analysis of various branding factors chosen for the study. The study results report that the perceived significance of employer branding factors differs mainly across gender and age of prospective employees. Notably, public and private sectors are being perceived significantly different by the potential job applicants on employer branding factors. Thus, this paper presents...

The Effects of Using the Internal Audit Function as a Management Training Ground or as a Consulting Services Provider in Enhancing the Recruitment of Internal Auditors

SYNOPSIS This paper examines factors that influence job applicants' willingness to apply for positions in internal auditing. We predict and find evidence that job applicants are dissuaded from applying for internal audit positions. In two separate experiments involving participants at seven universities, we discover that this phenomenon is most prevalent for applicants with business experience. Experienced applicants are 20 and 33 percent less willing to apply for a position if it is labeled as “internal audit” versus “accounting” in the two experiments, respectively. In addition, we find that the only experimental condition that increases interest in applying for an internal audit position for experienced applicants occurs when the position advertises the combination of (1) a short stint in internal auditing and then a move from internal audit into a management position, and (2) work primarily related to consulting services rather than assurance services. As a potential explanation for these findings, we find evidence that participants believe other business professionals have negative stereotypes of internal auditing—which likely dissuade potential job applicants from applying to work in internal audit. The results should prove informative to practitioners, internal audit professional organizations, and business professionals concerned with high-quality corporate governance. Data Availability: Contact the authors.