scholarly journals A Model Replication with an Extension of Students’ Perception of Prospective Employer Attractiveness

2019 ◽  
Vol 11 (2) ◽  
pp. 5-21 ◽  
Author(s):  
Kristina Babikova ◽  
◽  
Jakub Bucek ◽  
Keyword(s):  
Prospective Employer ◽  
Employer Attractiveness

Impact of word-of-mouth, job attributes and relationship strength on employer attractiveness

2019 ◽  
Vol 42 (6) ◽  
pp. 721-739 ◽  
Author(s):  
Faiz Ahamad
Keyword(s):  
Social Media ◽  
Word Of Mouth ◽  
Information Source ◽  
Differential Impact ◽  
Content Type ◽  
Job Attributes ◽  
Relationship Strength ◽  
Job Information ◽  
Employer Attractiveness ◽  
The Impact

Purpose Job information through word-of-mouth (WOM) has a crucial impact on employer attractiveness. The phenomenal rise of social media offers alternate WOM platforms for sharing job information, which is quite different from traditional face-to-face WOM. The purpose of this paper is to examine the differential impact of traditional word-of-mouth (t-WOM) and social media word-of-mouth (s-WOM) on employer attractiveness along with the difference in the job attributes and relationship strength with the information source. Design/methodology/approach A 2 × 2 × 2 experiment was conducted to examine the impact of information source (t-WOM and s-WOM), job attributes (tangible and intangible) and relationship strength (strong and weak), on employer attractiveness. Source expertise and source trust were treated as the control variable. Findings The result shows the differential impact of t-WOM and s-WOM on employer attractiveness. Moreover, t-WOM from strong relation source found to have a high impact on employer attractiveness than s-WOM. No significant difference due to job attributes was found. Research limitations/implications Use of only positive WOM and not the negative one, student as the subjects, etc. Practical implications The present study suggests using t-WOM and s-WOM to attract talented job seekers. Originality/value This is the first study to analyze the differential impact of t-WOM and s-WOM on employer attractiveness.

Employer Attractiveness from an employee perspective: A systematic literature review

2021 ◽  
Vol 2021 (1) ◽  
pp. 14851
Author(s):  
Anke Dassler ◽  
Evgenia Lysova ◽  
Svetlana Khapova ◽  
Konstantin Korotov
Keyword(s):  
Literature Review ◽  
Systematic Literature Review ◽  
Employee Perspective ◽  
Employer Attractiveness

Just DM Me (Politely): Direct Messaging, Politeness, and Hiring Outcomes in Online Labor Markets

2021 ◽  
Author(s):  
Yili Hong ◽  
Jing Peng ◽  
Gordon Burtch ◽  
Ni Huang
Keyword(s):  
Labor Markets ◽  
Communication Channel ◽  
Message Content ◽  
Job Fit ◽  
Beneficial Effects ◽  
Online Labor Markets ◽  
Lower Status ◽  
Prospective Employer ◽  
Online Labor

This study examines the role of text-based direct messaging systems in online labor markets, which provide a communication channel between workers and employers, adding a personal touch to the exchange of online labor. We propose the effect of workers’ use of the direct messaging system on employers’ hiring decisions and conceptualize the information role of direct messaging. To empirically evaluate the information role of the direct messaging system, we leverage data on the direct messaging activities between workers and employers across more than 470,000 job applications on a leading online labor market. We report evidence that direct messaging with a prospective employer increases a worker’s probability of being hired by 8.9%. However, the degree to which workers benefit from direct messaging is heterogeneous, and the effect amplifies for workers approaching employers from a position of disadvantage (lacking tenure or fit with the job) and attenuates as more workers attempt to message the same prospective employer. The effects also depend on message content. In particular, we find that the benefits of direct messaging for workers depend a great deal on the politeness of the workers, and this “politeness effect” depends on several contextual factors. The beneficial effects are amplified for lower-status workers (i.e., workers lacking tenure and job fit) and workers who share a common language with the employer. At the same time, the beneficial effects weaken in the presence of typographical errors. These findings provide important insights into when and what to message to achieve favorable hiring outcomes in online employment settings.

scholarly journals The relationship between brand attractiveness and the intent to apply for a job

2019 ◽  
Vol 28 (2) ◽  
pp. 142-157
Author(s):  
Joanna Santiago
Keyword(s):  
Human Capital ◽  
Research Problem ◽  
Highly Qualified ◽  
Business World ◽  
Content Type ◽  
Strategic Element ◽  
Brand Attractiveness ◽  
Opportunities For Promotion ◽  
Employer Attractiveness ◽  
The Relationship

Purpose The purpose of this paper is to understand the relation between the dimensions of employer brand (EB) attractiveness and the intention to submit a job application to the organisation. An increase of competitiveness in the business world has resulted in an increased effort by organisations to improve the processes of recruitment and retention of talented professionals, as the human capital of organisations is extremely important for their growth and sustainability. Regardless of an organisation’s size, the difficulties faced in recruiting and retaining highly qualified human capital are tangible. In this sense, the research problem identifies EB as being a strategic element for attracting future employees to work for an organisation. Design/methodology/approach This study used both quantitative (a questionnaire survey) and qualitative (in-depth interviews) data to investigate the perceptions of future and current employees. Findings Evidence from 281 respondents (of which almost 60 per cent belong to the millennial generation) who participated in the quantitative study supports the multi-dimensionality of EB attractiveness, highlighting the importance of economic factors, such as an above-average salary or opportunities for promotion, which are seen to be less important to millennials when considering future job prospects. Interestingly, the results of the qualitative research for current employees show slightly different concerns, in that career progression appears to be crucial. Originality/value The study findings not only offer a basis for research on the dimensions of employer attractiveness, but also, they serve as a managerial guide towards enhancing companies’ ability to attract, retain and motivate talented individuals.

Using ePortfolios to Foster Peer Assessment, Critical Thinking and Collaboration

2011 ◽  
pp. 112-124 ◽  
Author(s):  
Heidi J. Stevenson
Keyword(s):  
Elementary School ◽  
Critical Thinking ◽  
Graduate School ◽  
Peer Assessment ◽  
Student Work ◽  
Prospective Employer

An ePortfolio is frequently seen as a space for electronically compiling and storing student work. After completing assignments, students generally submit their ePortfolio to an instructor, prospective employer, or other assessor. This chapter questions if the typical use of ePortfolios could be modified to create opportunities to encourage students (elementary school through graduate school) to engage in critical thinking, and provide feedback to their peers.

scholarly journals Challenges faced by Malaysian private HLIs in providing quality education: a thematic analysis

2018 ◽  
Vol 26 (3) ◽  
pp. 349-373 ◽  
Author(s):  
Azilah Anis ◽  
Rafikul Islam ◽  
Nur Anisah Abdullah
Keyword(s):  
Thematic Analysis ◽  
Quality Education ◽  
Regulatory Agencies ◽  
Structured Interviews ◽  
Term Survival ◽  
Policy Makers ◽  
Content Type ◽  
The Public ◽  
Prospective Employer ◽  
Learning Institutions

Purpose The paper aims to identify the emerging themes on the challenges faced by the Malaysian private higher learning institutions (HLIs) in the provision of providing quality education. Design/methodology/approach Semi-structured interviews were purposively conducted with 29 of the Malaysian private HLI internal and external stakeholders ranging from the relevant personnel of the institutions (the quality director, administrators and senior academics), regulatory agencies, prospective employer, students and parents. Thematic analysis was then applied to analyze the participants’ responses in determining and clarifying the challenges faced by the Malaysian private HLIs in the issue of providing quality education. Findings Eight overarching themes were identified, namely, Academics, Facilities, Students, Programs and curriculum, Competition, Accreditation, Finance and Research. Academics represent the most frequent challenge raised by the participants, whereas Research emerged as the least mentioned challenge during the interview sessions. Research limitations/implications The present paper focused solely on Malaysian private HLIs, and thus, the findings may not be applicable to the foreign private HLIs that are operating in Malaysia as well as to the public HLIs. Originality/value The findings are expected to provide valuable guidelines to the Malaysian Private HLIs in areas where resources need to be critically disbursed. To the regulatory agencies and policy-makers, the findings could enlighten them on the difficulties faced by these privately funded institutions so that further policies can be designed and implemented to assist these institutions in their operations and long-term survival.

The role of affective states in potential applicants’ evaluations of employer attractiveness

2019 ◽  
Vol 33 (4) ◽  
pp. 363-386
Author(s):  
Manfred Auer ◽  
Gabriela Edlinger ◽  
Tanja Petry ◽  
Judith Pfliegensdörfer
Keyword(s):  
Qualitative Data ◽  
Negative Emotions ◽  
Affective States ◽  
Employer Branding ◽  
Job Seeking ◽  
Potential Employer ◽  
Subjective Perceptions ◽  
Concurrent Verbalization ◽  
Employer Attractiveness

What role do emotions play as a job seeker eyes up a potential employer? Our contribution to research into employer attractiveness explores the role that affective states play in potential applicants’ subjective perceptions of companies’ employer attractiveness in the early phase of job seeking. We adopt a concurrent verbalization approach to inquire into qualified potential applicants’ processes of interpreting employer branding material. Based on these data, we provide insights into the neglected role of emotions in research on potential applicants’ assessments of the appeal of an organization. The findings from a multistep qualitative data analysis produce the following four propositions: (1) strong emotions influence the outcome of the opinion-making process; (2) negative emotions play a crucial role in potential applicants’ evaluations of employer attractiveness; (3) some contents of employer information elicit negative emotions, whereas their complementary counterparts do not elicit positive affective reactions; and (4) expectations towards an employer and comparisons among employers influence potential applicants’ sentiments about individual employers.

Employer brand, person-organisation fit and employer of choice

2019 ◽  
Vol 48 (3) ◽  
pp. 799-823 ◽  
Author(s):  
Karnica Tanwar ◽  
Amresh Kumar
Keyword(s):  
Social Media ◽  
Structural Equation ◽  
Content Type ◽  
Moderation Analysis ◽  
Employer Brand ◽  
Employer Of Choice ◽  
Employer Attractiveness ◽  
The Relationship ◽  
Moderating Role

Purpose The purpose of this paper is to explore the relationship between employer brand dimensions and employer of choice (EOC). The paper also analyses the role of person-organisation fit in transferring employer brand dimensions to EOC status, and the moderating role of social media in the relationship between person-organisation fit and EOC. Design/methodology/approach Factor analysis has been conducted to validate the “employer attractiveness” scale for identifying the dimensions of employer brand. Structural equation modelling has been used to conduct mediation and moderation analysis. The results are based on the perceptions of college students regarding employer brand dimensions and EOC status. Findings The paper provides empirical insights on how the person-organisation fit helps in transferring employer brand dimensions to EOC status. The results indicate that the person-organisation fit acts as a full mediator, indicating that for becoming a EOC, the dimensions of employer brand must be linked to the person-organisation fit. Also, the moderation analysis results highlight the importance of social media towards obtaining EOC status. Originality/value The authors believe that the study is the first of its kind to investigate drivers of EOC, and to identify the role of the person-organisation fit as a mediating variable and social media as a moderating variable.

Cultural values matter

2018 ◽  
Vol 18 (1) ◽  
pp. 87-103 ◽  
Author(s):  
Soyeon Kim ◽  
Izumi Mori ◽  
Abd Rahman Abdul Rahim
Keyword(s):  
Cultural Values ◽  
Practical Knowledge ◽  
Multinational Companies ◽  
Cultural Perspective ◽  
Personal Traits ◽  
Fierce Competition ◽  
Person Organization Fit ◽  
Japanese Companies ◽  
Corporate Employment ◽  
Employer Attractiveness

As the economic footprint of developing countries increases, talent management grows in importance for foreign multinational companies in emerging markets. Multinational companies, however, face fierce competition for local talent, and competitive recruiting calls for practical knowledge about the personal traits of job applicants. The present study applies a cross-cultural perspective to this issue, exploring how individually held cultural values influence the attractiveness of Japanese companies in Malaysia. Drawing on similarity-attraction theory and person–organization fit theory, the study quantitatively analyses data from a paper-based survey of 245 prospective jobseekers. The findings indicate that an individual cultural value fit with the foreign company’s country of origin is significant predictors of employer attractiveness. Specifically, the study finds that potential Malaysian jobseekers who are lower in power distance and higher in risk aversion and long-term orientation view Japanese companies as attractive future employers and have higher job-pursuit behavior. Based on this finding, the study discusses theoretical and practical contributions to corporate employment strategies.

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