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Cited by 53 publications
(78 citation statements)
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References 64 publications
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“…Favourable employer branding can reduce recruitment costs by improving recruitment performance (Barrow & Mosley, 2005;Berthon, Ewing, & Hah, 2005 (Davies, 2008). Thus, the value of a brand is associated with its degree of awareness/ recognition and the image it conveys to people, new potential candidates (Reis & Braga, 2016). Preferences and motivation concerning work (also concerning the employer brand) may be different for each generation, and would require attention in human resources management practices in the recruitment process (Eger, Egerová, & Mičík, 2015;Fernandez-Lores, Gavilan, Avello, & Blasco, 2015).…”
Section: Employer Brandingmentioning
confidence: 99%
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“…Favourable employer branding can reduce recruitment costs by improving recruitment performance (Barrow & Mosley, 2005;Berthon, Ewing, & Hah, 2005 (Davies, 2008). Thus, the value of a brand is associated with its degree of awareness/ recognition and the image it conveys to people, new potential candidates (Reis & Braga, 2016). Preferences and motivation concerning work (also concerning the employer brand) may be different for each generation, and would require attention in human resources management practices in the recruitment process (Eger, Egerová, & Mičík, 2015;Fernandez-Lores, Gavilan, Avello, & Blasco, 2015).…”
Section: Employer Brandingmentioning
confidence: 99%
“…Social media may play a key role in the recruitment process in terms of branding the organisation to potential employees (Sivertzen, Nilsen, & Olafsen, 2013). The use of social media for organisations has benefi ts such as free, unlimited use and shorter response time with respect to contact and activities (Furu, 2011).…”
Section: Employer Brandingmentioning
confidence: 99%
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