Corporate Website Job Recruitment Platform: A Moderated Mediation Model of Organisational Image

Abstract

Corporate companies’ websites recruitment in advanced countries is well established. However, lesser is known about the Malaysian students and employed jobseekers’ intention to apply for jobs on the corporate companies’ websites. Therefore, this study aims to assess the subjective perceptions of these two groups’ intentions to apply for jobs on the websites. This study also aims to analyse the mediating effect of organisational image on perceived person-job fit (P-J fit) and perceived website usability (PWSU) which may be moderated by these two groups of jobseekers’ intentions. The conceptual model was first analysed using two-level confirmatory factor analysis. Adopting Hayes’ Model 7 template, AMOS software was used to differentiate the two groups’ perceptions. The results indicate that the perceived P-J fit and PWSU are the main factors influencing jobseekers’ intentions to apply for jobs on corporate websites. The moderated mediation technique has identified an indirect effect between perceived P-J fit and the intention to apply for jobs indicating the importance of established organisational image that it arouses applicants’ pursuit intention. Thus, the corporate human resource managers need to ensure the sites are designed for easy navigation and job advertisements that contain updated job information and realistic job preview. Using this platform, companies can reduce costs and time for the recruitment of talents. This study provides the subjective perceptions of jobseekers’ intention study and it contributes to the first component of Planning Theory of Intention. Lastly, this research also contributed to an alternate research method of analysing the moderated mediation using AMOS.

Recruitment Challenges for International Schools in Malaysia

“…They could also allow incoming teachers to work from a remote location until it is safe to travel across borders to reduce travelling risks (Hotle et al, 2020). Finally, the administrators could make quality information, particularly about the school and job requirements of their institutions, accessible online to build stronger employer brand and employee engagement as well as allow the job seekers to match with their value, as observed in Tong et al (2022) study. In other words, by deliberately establishing good relations with their prospective hires at the early stages of the recruitment process, employers can develop a stronger sense of belonging with the shortlisted candidates, subsequently raising the conversion rate of their schools (Kumari et al, 2020).…”

Building corporate image through social media: role of impression management

“…Finally, a corporation can also manage its image through employee relations. A positive work environment can help attract and retain talented employees and send a positive message to clients and other stakeholders (Tong et al, 2023). 116…”

Investigating ICT adoption and public value of e-recruitment in the public sector: the role of social media use

“…The assumed benefits of social media-enabled e-recruitment are wider talent reach, faster hiring, lowered costs and greater transparency (Kucherov and Tsybova, 2022; Selvanathana et al ., 2019). Studies highlight how leading public and private sector employers are adopting social media strategies for sourcing candidates, vetting applications, managing recruiter–applicant relationships and projecting employer brand (Tong et al ., 2022).…”