Changing an unfavorable employer reputation: the roles of recruitment message‐type and familiarity with employer

Kanar, Adam; Collins, Christopher; Bell, Bradford S.

doi:10.1111/jasp.12316

Cited by 11 publications

(17 citation statements)

References 39 publications

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“…Especially for firms with an existing unfavorable employer reputation, high‐information (recruitment) messages were more powerful in changing adverse applicant perceptions, as confirmed in a longitudinal study by Kanar et al . ().…”

Section: Resultsmentioning

confidence: 97%

Employer Branding: A Brand Equity‐based Literature Review and Research Agenda

Theurer

Tumasjan

Welpe³

et al. 2016

Int J Management Reviews

218

247

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Over the past two decades, scholarly interest in employer branding has strongly increased. Simultaneously, however, employer branding research has developed into a fragmented field with heterogeneous interpretations of the employer branding concept and its scope, which has impeded further theoretical and empirical advancement. To strengthen the foundation for future work, this paper takes a brand equity perspective to review the extant literature and create an integrative model of employer branding. Using an analytical approach, the authors identify 187 articles, which they integrate along different employer brand dimensions and branding strategies: (i) conceptual; (ii) employer knowledge dimensions; (iii) employer branding activities and strategies. On the basis of this review, the authors develop an employer branding value chain model and derive future research avenues as well as practical implications.

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Section: Resultsmentioning

confidence: 97%

Employer Branding: A Brand Equity‐based Literature Review and Research Agenda

Theurer

Tumasjan

Welpe³

et al. 2016

Int J Management Reviews

218

247

View full text Add to dashboard Cite

show abstract

“…The recommendations of a company's existing customers are also important, because they allow the company to strengthen their brand in the market sector, which is not a fully developed market, especially in Lithuania, as the trust in employment enterprises is low because of the historically bad reputation of the sector [54]. Therefore, directed marketing actions can resolve consumer distrust of employment companies by improving their image and market visibility [55], thus contributing towards a vision of sustainable employment.…”

Section: Discussionmentioning

confidence: 99%

Brand Awareness in the Context of Mistrust: The Case Study of an Employment Agency

Ročkutė¹,

Minelgaitė²,

Zailskaitė-Jakštė³

et al. 2018

Sustainability

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Brand awareness is important for a good market performance of a company. However, research on the contextual preconditions needed for the improvement of brand awareness is limited, particularly in specific service sectors such as employment agencies. We present the research results of the preconditions for the improvement of awareness (which is one of the dimensions of brand equity) in an employment agency. We also analyze the effects of the perceived trust of customers on the improvement of brand awareness in the employment sector. As a case study, we present an example of an employment agency in Lithuania. This research is particularly timely in the Lithuanian context, where high levels of emigration are having a considerable negative impact on companies and their major internal operations-human resource management, marketing, and strategic planning-challenging the aims of long-term socially sustainable development. This research paper has a high relevance for other high-emigration economies.

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“…Until recently, a growing body of literature discusses the role of employer reputation in job applicant attraction [ 28 , 31 ]. The research states that employer reputation is more strongly related to job application decisions than is general reputation [ 30 ] and an organization with a favorable employer reputation is more attractive to the higher-quality applicants than those with a negative employer reputation [ 27 , 28 , 33 ].…”

Section: Theory and Hypothesesmentioning

confidence: 99%

Corporate social responsibility and job applicant attraction: A moderated-mediation model

Hong-yan

Chen

2022

PLoS ONE

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Based on the social identity theory, this study investigates the mediation and moderation mechanism of CSR on job applicant attraction. A total of 395 job seekers are recruited to join in the experiment survey. The results indicate that job seekers’ perceptions of CSR positively relate to job applicant attraction, employer reputation and expected pride mediate this relationship, respectively, and the serial mediating role of employer reputation and then expected pride in the relationship between CSR and job applicant attraction. Additionally, the findings show that job applicants’ materialism orientation plays a moderating role in the indirect effect of CSR on job applicant attraction via expected pride, but the moderating effect of job seekers’ materialism orientation in the indirect effect of CSR on job applicant attraction via employer reputation is not statistically significant. These findings enrich the new culture-driven evidence on the impacting mechanism of CSR on job applicant’s attitude and provide valuable insight into how CSR motivates job applicant attraction.

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Changing an unfavorable employer reputation: the roles of recruitment message‐type and familiarity with employer

Cited by 11 publications

References 39 publications

Employer Branding: A Brand Equity‐based Literature Review and Research Agenda

Employer Branding: A Brand Equity‐based Literature Review and Research Agenda

Brand Awareness in the Context of Mistrust: The Case Study of an Employment Agency

Corporate social responsibility and job applicant attraction: A moderated-mediation model

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