Potential Job Seekers Research Articles

Interaction of corporate social responsibility and attractiveness of organization to job seekers: a system dynamic study

Purpose This paper aims to understand the two-way interaction between corporate social responsibility (CSR) and the attractiveness of organization to job seekers (AOJS). Design/methodology/approach A system dynamics model is developed in the form of a causal loop diagram (CLD) that explains the CSR-AOJS interaction dynamically. To test the credibility of the developed model, the survey data are used to validate the causal relationships in the CLD. Findings This study found that developing an effective strategy or tool by capturing various essential CSR elements can attract potential job seekers. Originality/value The developed model is relevant to policymakers, decision-makers and managers when strategizing the CSR plan to attract potential job seekers.

Leadership empowerment behavior and employee referrals: chain mediation of perceived challenge stress and employee experience

Purpose Internal employees of firms are a reliable source of information for potential job seekers. However, few studies have focused on why internal employees actively recommend their firms. Based on the social exchange theory, this study aims to construct a chain mediation model using perceived challenge stress and employee experience as mediators to explore how leadership empowerment behavior affects employee referrals. Design/methodology/approach Bootstrap repeated sampling analysis was conducted on a sample of 307 employees collected through two-time points. Findings Leadership empowerment behavior is positively related to employee referrals; perceived challenge stress and employee experience mediate the effect of leadership empowerment behavior on employee referrals, respectively; in addition, perceived challenge stress and employee experience play a chain mediating role between leadership empowerment behavior and employee referrals. Originality/value The findings can help provide insight into the drivers of employee referrals and can effectively guide organization reputation management.

Beyond compliance: A randomized trial of DEI statements and subsequent signals for job seekers with disabilities

BackgroundCompanies are increasingly attending to their Diversity, Equity, and Inclusion (DEI) statements in their public-facing documents, including job advertisements. Little is known about how various decisions about language type or placement within a job ad are received by marginalized populations, including those living with disabilities. ObjectiveThis study aims to explore various options for DEI statements within job ads, to assess whether these choices have a measurable impact on potential job seekers living with disabilities. MethodsAn experiment with a 2 × 2 × 2 design was used which varied the DEI language (legal/traditional or heartfelt), the placement at the top or the bottom of the job advertisement, and whether the company offered the opportunity to indicate a need for accommodations even before the interview. Quantitative and qualitative items measured general reactions to the statement, intent to apply to this company, willingness to disclose a need for accommodations, how supportive the company seemed, and impressions of the company's level of trustworthiness. Statistical tests include t-tests, z-tests for proportions, and regression-based tests for mediation. ResultsHeartfelt statements and upfront placement inspired more positive reactions from participants, with trust mediating these positive relationships. However, participants also expressed skepticism that, regardless of language, bias would still exist in the reality of the job. ConclusionsThese results suggest that job candidates with disabilities are not indifferent to a company's DEI framing and prefer heartfelt language and earlier placement, though statements without direct evidence can raise suspicion about whether the actions would stay true to the words.

Digital skills supply and demand on the Russia regional labor markets

The digital transformation has a significant impact on labor resources development, leading to a change in the skills types that are in demand and offered in the labor market. Due to the spatial heterogeneity of the Russian economy, the digital skills of the population in different regions have significant differences, which acts as a limitation of labor mobility, reduces the efficiency of using human potential and requires the development of inclusive regulatory measures. The study purpose is to assess the current spatial differentiation of the digital skills of the workforce, the ratio of their market demand and supply, as well as to propose appropriate measures to improve the efficiency of the regional labor market. A quantitative assessment of the demand of employers for workforce digital competencies in the regional labor markets was obtained on the basis of an analysis of the requirements for applicants presented in the unified database of vacancies in Russia, their further automated processing and ranking. The corresponding quantitative assessment of the market supply of digital competencies of the workforce was obtained using the hierarchical data clustering. The scientific novelty of the study lies in the identification the imbalance between the level of workforce digital skills development in Russian regions and the needs of regional labor markets. The practical significance of the study results lies in substantiating the policy of workforce digital skills inclusive development for each region, which should include corporate strategies for the development of digital competencies of both employed workers and potential job seekers.

УПРАВЛІННЯ МАРКЕТИНГОМ ПЕРСОНАЛУ ПІДПРИЄМСТВ: ВИКЛИКИ ТА ПЕРСПЕКТИВИ

The article examines the problems of managing the marketing of enterprise personnel in the context of modern challenges and threats. The key aspects of enterprise personnel marketing are allocated and a set of measures for their practical implementation is proposed, which will allow an enterprise to strengthen its position in the labor market in terms of attractiveness for potential job seekers, retain its own qualified personnel through training and development opportunities, attract employees with the necessary competencies and skills, and positively affect the overall efficiency of the enterprise and its competitiveness in the future. The main challenges of modern marketing of enterprise personnel are outlined, which are grouped into separate blocks: digitalization and technological development, the increasing importance of the employer's brand, changing the demographic composition of the population, and changing the approach to training and development of personnel. The authors describe modern models of personnel marketing, the practical implementation of which will allow a comprehensive assessment of the company's needs in attracting and retaining employees and developing an effective strategy for building a personnel marketing system. The authors identify promising areas for improving the personnel marketing management system: development of an effective employer branding system; creation and implementation of effective talent attraction programs; implementation of a talent retention system; development of personnel assessment and development tools; support of communication with employees using digital technologies. Also proposed measures for the practical implementation of these perspectives of personnel marketing management, which include the development and implementation of comprehensive strategies for attracting and retaining talent, creation of tools for evaluating the effectiveness of programs for attracting and retaining professionals, the introduction of innovative methods of attracting personnel, development of a system of employee motivation, analysis of the experience and success of competitors in the market for attracting and retaining professionals and implementation of best practices in their own activities, providing support.

Is employer collection of diversity data attractive to potential job seekers? Ethnicity and sex differences and a UK–Sweden comparison

PurposeMany organisations monitor statistics on the background of job applicants to inform diversity management, a practice known as equality monitoring (EM). The study examines perceptions of EM and employers that use it. Additionally, it aims to assess potentially salient group differences in attitudes towards EM, focussing on perceived history of employment discrimination, ethnicity, sex, and a comparison between the UK and Sweden – two countries which differ extensively in EM prevalence.Design/methodology/approachA cross-sectional self-report survey assessed attitudes toward EM, attraction to employers using it, pro-equality and diversity attitudes, perceived history of employment discrimination and background characteristics (e.g. ethnicity and sex), and compared a UK and Sweden sample (N = 925).FindingsThe results reveal positive perceptions of EM overall. Although no differences were observed between UK ethnic majority and minority respondents, White British men rate employers using EM as less attractive with increasing levels of perceived past discrimination. Women have more positive perceptions than men. Finally, the UK sample rated EM more positively than the Sweden sample.Originality/valueDespite EM being widespread, the study is the first to investigate detailed perceptions of it, making group and country comparisons. Results support the use of EM in HRM but highlight the need for clear communication to avoid confusion with positive discrimination, which is perceived negatively in some majority group members, and to allay fears of data misuse. Recommendations are made for future implementation.

Word-of-Mouth on Social Media: An Investigation of Valence Effects on Prehire Outcomes

Electronic forms of word-of-mouth (eWOM) on social media have now become a primary source of employer information. Thus, there is a need to understand how organizations can best capitalize on such information to build employer brands and attract potential talent. To contribute to current knowledge in this area, we sought to investigate how eWOM valence (e.g. positive vs negative vs balanced) influences the evaluation of potential employers. Results from two studies utilizing experimental vignettes on potential job seekers indicate the following. First, balanced eWOM containing both positive and negative attributes was perceived to be most credible compared to eWOM that was either one-sidedly positive or negative. Second, eWOM valence had a positive effect on organizational attraction, whereas this effect was weaker and less pronounced for employer reputation. Third, the pattern of effects associated with eWOM valence differed across symbolic and instrumental images. eWOM valence had a stronger impact on reputation for symbolic compared to instrumental images. We discuss the implications of these findings for the managing of employer image and branding on social media in an increasingly digital world of job search.

Hiring During Change: A Dynamic Consideration of Person-Environment Fit

A good fit between person and environment (PE fit) is a fundamental criterion for successful recruitment and employment. However, what if an organization in change is looking for employees who fit the planned new organizational model, rather than the existing organizational characteristics, to deliberately drive the change? It remains unclear how personnel can be attracted during an organizational change process. Our study extends the knowledge on attraction mechanisms during change by treating PE fit as a dynamic construct. We use a metric conjoint experiment with 149 potential job seekers to explore the impact of individual advancement opportunities, leadership style, organizational climate and proactiveness of change on employer attractiveness as well as the moderating influence of personal initiative on the relation between proactiveness of change and employer attractiveness. The anticipated fit of individual advancement opportunities and leadership style affect employer attractiveness the most, followed by the fit of the organization's climate and proactiveness of change. Thereby, personal initiative moderates the relationship between proactiveness of change and employer attractiveness.

Restructuring Interlinked With Employer and Corporate Branding Amidst COVID-19: Embodying Crowdsourcing.

The COVID-19 pandemic is an unprecedented time in history. Surrounding this pandemic are many enormous uncertainties across the globe. Severe consequences have assessed for the incomes of almost 84% of employers and 68% of self-employed who are working and living in countries that are or have went through a phase of closing workplaces. Similarly, the global rate of unemployment is also expected to be increased in the coming years as 54% of employers worldwide are running their businesses in the hardest-hit sectors. All of these clearly show the uneven impact of the Coronavirus crisis (COVID-19) which will remarkably compound already present inequalities, difficulties, and vulnerabilities. The economic ramifications for 186 countries under the crunch of the COVID-19 pandemic is also considered tremendous for Pakistan. The core aim of this research was to test a new conceptual framework depicting the ramifications of restructuring processes carried out by management for their organizations amidst the COVID-19 pandemic on an Institute’s reputation as an employer brand. It also investigates the impact of perceived restructuring on a corporate brand promise made by the university or institute from the viewpoints of other key stakeholders and potential job seekers. The current study had proposed four hypotheses and according to the results of Structural Equation Modeling, the direct hypothesis based upon the relationship between restructuring and employer branding has been rejected. This study shows that restructuring and employer branding has a negative and insignificant effect on each other. The second direct hypothesis of the study that measures the effect of restructuring on corporate branding has been accepted. A corporate brand is a kind of a hub and it considers how an institute treats and deals with all of its stakeholders. It is different from employer brand as the perceptions of employees were the main focus. So, according to the results restructuring did not cause massive damage to the overall outlook of the institute. Furthermore, for the purpose of mediation analysis, the maximum likelihood method by bootstrapping was adopted to test the indirect hypotheses of the study. Crowdsourcing was introduced as a mediator in this study with restructuring, employer, and corporate brand all together in one framework, which is the novel aspect of this study. There are two indirect hypotheses and according to the results both of them did not show any insignificant results. Firstly, the study analyzed mediation among crowdsourcing, restructuring, and employer branding which was fully accepted as the results showed full mediation between these constructs. Secondly, the study analyzed mediation among crowdsourcing, restructuring, and corporate branding which was partially accepted as results showed partial mediation between these constructs.

Moving toward health equity: A journey

Moving toward health equity: A journey

Do international new ventures have attraction advantages?

Attracting qualified employees stays one of the most critical challenges for new ventures – exceptionally for those who enter foreign markets close after inception: international new ventures (INVs). Based on signaling theory and person-environment (PE) fit-theory, this paper examines the impact of INVs approach of internationalization on potential jobseekers’ perceived organizational attractiveness. We conducted two studies to elaborate our research questions - a qualitative pre-study where we interviewed c-level-staff (n=23) from 22 different new ventures and a subsequent metric conjoint experiment with jobseekers (n=222) to test our theoretically derived hypotheses. Results from a multilevel regression analyses show that INVs have attraction advantages based on their proactive internationalization approach and that particularly jobseekers with previous international experience feel attracted by INVs – providing ground for human-resource based competitive advantages when it comes to proactive internationalization. We derive implications for new venture recruitment theory and offer practical implications for startup staffing. Keywords: International new ventures (INVs); International Entrepreneurship; Recruitment; Metric conjoint experiment; Organizational attractiveness

ПРЕДСТАВЛЕНИЕ ПОТЕНЦИАЛЬНЫХ СОТРУДНИКОВ О МЕДИЦИНСКОЙ ОРГАНИЗАЦИИ КАК О ПРИВЛЕКАТЕЛЬНОМ РАБОТОДАТЕЛЕ

In the context of the worldwide acute shortage of qualified personnel in healthcare organizations, one of the most relevant tools for attracting talented doctors to work is an employer brand. The authors analyzed the views of potential job seekers of a medical organization about an attractive, “ideal” employer. Basic research methods are a content analysis of scientific works and an online survey. Based on the content analysis of publications of two abstract databases – eLIBRARY and Web of Science, the work presents the dynamics of the authors’ activity over the past five years, the key focus of the work, and the representation of an employer brand in medical organizations. The analysis reveals that among the abundance and against the background of positive trends in the number of works, only four papers on the employer brand deals with the study of the context in health care organizations, which does not allow judging the disclosure of this topic and offers opportunities for further scientific research. The authors identified the main components of the concept of an employer brand followed by the world scientific community – the presence of a positive image; the set of benefits associated with working in a particular company; and a holistic employer image. These elements formed the basis of the survey. One hundred twenty-nine respondents took part in the empirical part of the study. The study results reflect key factors of the attractiveness of a medical organization as an employer – reputation, personnel care, the existence of a strong leader, competitive salary, possibility of development, and human relations. The paper presents the ideal employer characteristics, according to the respondents, stated in the authors’ concept.

Enhancing Employer Branding via High-Tech Platforms: VR and Digital, What Works Better and How?

A growing concern for the future of organisations in the age of digital transformation challenges the existing theories and calls for new exploration. The current paper addresses this challenge looking at how virtual reality (VR), the most recently emerging technology could be best used to enhance employer branding. In particular, we asked potential job seekers to experience either a VR platform, online digital video, or both platforms combined to promote the employer. VR experience (i.e. naturalness, presence, engagement, liking) and employer evaluation (i.e. familiarity, image, reputation, perspectives, attractiveness) were addressed as dependent variables. The results are clear in showing that experience was evaluated and liked better when both, VR and digital video were presented, in comparison to a single platform experience. Employer image, reputation, and attractiveness were also higher when both VR and digital video were presented (than a single platform). The augmented employer evaluation further increased the intention to pursue a job with the employer. These results suggest that appropriate combination of VR and digital platforms could extend experiences, and thus, enhance the employer branding and job pursuit. Current outcomes could be directly implemented by managers to reshape not just the employer branding, but the future of organisations by implementing high tech VR platforms.

Applicants’ pre-test reactions towards video interviews: the role of expected chances to demonstrate potential and to use nonverbal cues

ABSTRACT Technological innovations, among which the use of video interviews in personnel selection, are welcomed by organizations for reasons such as reductions in cost and time and the ability to reach a more global labour market. The literature to date suggests that applicants do not share this enthusiasm and feel less attracted towards organizations that use video interviews versus face-to-face interviews. In this study, we extended the literature by studying pre- instead of post-test reactions and testing two explanatory mechanisms, namely expected chances to demonstrate potential and to use nonverbal cues. In a first within-subjects experiment among 38 students, the results of two t-tests showed that participants preferred the face-to-face interview above the video interview and that they expected lower chances to demonstrate potential and to use nonverbal cues in the video interview. In a second between-subjects experiment among 121 potential job seekers, these results were partially replicated. The results of a t-test and a mediation bootstrap analysis with PROCESS showed a significant indirect effect of interview medium on organizational attraction via expected chances to demonstrate potential but not via expected opportunities to use nonverbal communication. This study has important practical implications for organizations in the current context of talent shortages.

Potential Job Seekers’ Preferences on the Local Jobs: A Case of the POSCO Outsourcing Partner Cooperation in Gwangyang City

Potential Job Seekers’ Preferences on the Local Jobs: A Case of the POSCO Outsourcing Partner Cooperation in Gwangyang City

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.

Corporate Sustainability in the Process of Employee Recruitment through Social Networks in Conditions of Slovak Small and Medium Enterprises

Recruitment strategy and policy are significantly affected by both the internal conditions of the enterprise and the external environment. It is important to anticipate and react to changes in the labor market in a timely manner, to eliminate potential threats and take advantage of opportunities to continuous staffing of current and future needs of the enterprise. The role of managers in deciding on possible techniques for recruiting employees is to respect the principles of sustainability both economically and socially. Due to the use of information technology, this trend is easier to apply in practice, as enterprises can present themselves and get information about potential job seekers. The success of the recruitment process is increasing if public awareness about the employer is positive. Designing the survey methodology was based on the axiom that traditional ways of recruiting employees are being replaced by techniques using the Internet and social networks. The aim of the paper is to present the views of domestic and foreign experts on the recruitment of employees using social networks. We compare the theoretical knowledge with the results of social networking research in SMEs in Slovakia and especially their use in the process of recruiting employees. A total of 324 enterprises with domestic and foreign capital share participated in the sociological questionnaire. The results have shown that enterprises with foreign capital share are more progressive in using the Internet to offer jobs and in gaining information on jobseekers through social networks.

The Role of E-Recruitment in Attracting Potential Candidates: Evidence from Fresh Graduate Job Seekers

The purpose of this study is to investigate the effectiveness of an online recruitment system and its impact on organizational attraction towards fresh graduate job seekers. A sample, comprised of 302 fresh graduate job seekers from the HEC recognized well known business schools in the Lahore region, selected by Stratified Random Sampling through a questionnaire. Since the data was not normal, the Kruskill Wallis test of mean differences was applied. Furthermore, the Macro process tool for Regression analysis was used to investigate the matter of cost effectiveness, ease of use and site quality. It is concluded that E-Recruitment has a positive impact on organizational attraction. However, results also conclude that this positive relation between E-Recruitment and organizational attraction depends on the quality of the recruitment website. So, this study provides useful information for organizations seeking to adopt an E-Recruitment system to attract potential job seekers while concentrating on the quality of the websites.
 KEYWORDS: Recruitment, E-Recruitment, Cost Effectiveness, Easy to Use, Site quality, Organizational Attraction.

Coming to America: work visas, international diversity, and organizational attractiveness among highly skilled Asian immigrants

U.S. firms are increasingly seeking foreign workers to help satisfy growing demands for technical and highly skilled labor, and many immigrants continue to seek jobs in America. Despite this, few studies in the management discipline examine immigration issues as they relate to organizational attraction and recruitment. In an experimental study, we investigated the relationship between stated recruitment policies, perceived work-related expectancy, and organizational attractiveness among graduate students from Asia as potential job seekers to companies in the United States. We found a relationship between perceived work-related expectancy and either emphasizing international diversity or work visa sponsorship. However, emphasizing work visa sponsorship weakened the effect of international diversity on perceived work-related expectancy. Perceived work-related expectancy was also found to positively affect organizational attractiveness, resulting in a conditional indirect effect of international diversity statements on organizational attractiveness. Implications for organizations and directions for future research are discussed.

Personality or skill: a qualitative study of humorous recruitment advertising campaign on social media

The aim of this paper is to understand the challenges and opportunities of using humour in a recruitment advertising campaign. In this study, we approach through a case study the social media recruiting campaign of a high-profile company operating in the architecture industry. The campaign used humour as a device when seeking the right person. The main empirical data were collected through a qualitative open-ended questionnaire targeted at 28 potential job seekers at the architect firm to understand how the humorous recruitment campaign and recruitment ads were perceived by potential job seekers. In addition, an interview with the office manager regarding the goals of the recruitment advertising campaign was conducted, and statistics provided by Facebook and Google Analytics were interpreted. This study provides managers a new understanding of and suggestions regarding the challenges and opportunities of using humour as a marketing device in recruitment advertising campaigns.