Employer Brand Equity and Recruitment Research

Collins, Christopher; Kanar, Adam

doi:10.1093/oxfordhb/9780199756094.013.0016

Cited by 53 publications

(66 citation statements)

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“…Employer familiarity/awareness is a necessary precursor of employer image and reputation because it is the cognitive evaluation of whether or not individual job seekers are aware of the organization (Cable & Turban 2001, Collins & Kanar 2013. Upon reviewing reputation definitions in various domains, referred to reputation as a global, temporally stable, evaluative judgment about an organization that is shared by the general public (or by multiple constituencies such as job seekers).…”

Section: Employer Familiarity and Reputationmentioning

confidence: 99%

“…This means that an employer image is made up of specific attributes that an individual associates with the organization as a place to work. Collins & Kanar (2013) refer to these associations as complex associations because they are not automatic (i.e., they require more cognitive processing). Although there exist various categorizations of these attributes, a well-known and longstanding categorization in marketing has been the distinction between functional (instrumental), symbolic, and experiential attributes (Keller 1993).…”

Section: Employer Image Dimensions and Their Measurement Elementalistmentioning

confidence: 99%

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Employer Image and Employer Branding: What We Know and What We Need to Know

Lievens

Slaughter

2016

Annu. Rev. Organ. Psychol. Organ. Behav.

247

307

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In this article, we review theory and research on employer image and employer branding published since 2001. The review is wide ranging. First, we define employer image and distinguish it from similar constructs such as reputation and identity. We find that the literature has used two conceptualizations of images: an elementalistic perspective (e.g., distinction between symbolic and instrumental organizational attributes) and a holistic perspective (i.e., overall ratings of organizational attractiveness). Second, we discuss the effects of favorable organizational images, including better recruitment outcomes, more differentiation, stronger emotional bonds, and financial returns. Third, we review the antecedents and formation of image with a focus on organizational (e.g., recruiters) and nonorganizational sources [e.g., word of mouth (WOM)]. Fourth, we discuss the theoretical mediating mechanisms responsible for image effects and the moderators of image-outcome relationships. Finally, we address practical implications in the form of employer brand management and provide future research suggestions.

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Section: Employer Familiarity and Reputationmentioning

confidence: 99%

Section: Employer Image Dimensions and Their Measurement Elementalistmentioning

confidence: 99%

Employer Image and Employer Branding: What We Know and What We Need to Know

Lievens

Slaughter

2016

Annu. Rev. Organ. Psychol. Organ. Behav.

247

307

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“…Os benefícios considerados por essas pessoas podem variar de aspectos práticos e concretos (remuneração e perspectiva de carreira), a subjetivos, como reputação da organização, ambiente social, cultura, etc. (Cable, & Turban, 2001;Helm, 2013;Rampl, 2014 A gestão e comunicação dos fatores de atração para o mercado visa atrair profissionais com perfil que a firma necessita, também possibilita à empresa diferenciar-se dos demais empregadores e, eventualmente, tornar-se a prioridade de escolha dos candidatos a emprego (Collins, & Kanar, 2013;Edwards, 2010 Os atributos simbólicos, por sua vez, representam aspectos subjetivos e intangíveis (grau de inovação da empresa, cultura, prestígio, "personalidade da empresa", etc.) (Lievens, & Slaughter, 2016).…”

Section: Fatores De Atração Da Empresaunclassified

Fatores Simbólicos e Instrumentais de Atração de Pessoas em PMES Relações com o Estilo de Liderança do Empreendedor

Reis

Fernandes

Nakata

2018

REGEPE Entrep. Small Bus. J.

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Lina Eiko Nakata RESUMOA gestão de pessoas em pequenas e médias empresas (PMEs) tem sido pouco abordada pela literatura que, em geral, foca as grandes empresas. Esta pesquisa busca preencher essa lacuna, investigando a relação entre o estilo do empreendedor e as abordagens de atração de pessoas em PMEs. Para tanto, foi realizado um survey com 146 PMEs, testando um conjunto de hipóteses por meio de modelagem de equações estruturais. Os resultados indicam haver uma relação entre o estilo do empreendedor (transformacional versus transacional) e os tipos de atributos (simbólicos ou instrumentais) enfatizados na atração de pessoas. Também foi observado que quanto maior a empresa, menor ênfase é dada a fatores simbólicos. Já PMEs comerciais/varejo enfatizam mais fatores simbólicos de atração do que outros segmentos. Por outro lado, os resultados indicam que as abordagens de atração são mais impactadas pelo estilo do empreendedor em si, do que por características da empresa/negócio (idade, tamanho, segmento).

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“…Attracting potential candidates is a significant issue in the recruitment process, since it involves how companies compete for often scarce skills in the labor market (Collins & Kanar, 2013;Fernandez-Araoz, Groysberg & Nohria, 2009;Hewlett &Rashid, 2010). Thus, one of the contributions of this paper is to investigate the employer branding practices in Saudi Arabia banking Sector.…”

Section: Banking Sector In Saudi Arabiamentioning

confidence: 99%

“…By effectively communicating an employer's unique and positive aspects and the corresponding employment value proposition, employer branding strategies contribute to increase employer attractiveness in the labor market as a whole and, more specifically, among potential skilled candidates (Backaus & Tikoo, 2004;Collins & Kanar, 2013;Edwards &Edwards, 2013;Pingle & Sharma, 2013).…”

Section: Strategy and Employer Brandingmentioning

confidence: 99%

Employer Branding Practices in Saudi Arabian Banking Sector

Nalband¹,

Awadh²

2017

jmr

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In these days of competition, to be unique in the market the organizations are using many strategies. To design and execute any strategy the organizations needs talented employees.To facilitate the pooling of employees into an organization "employer branding practices" plays a critical role. In the process of attracting the right talent at right time for right job has become immensely important. The human resources management departments have no doubt occupying the fore front in the business organizations of today; yet it has to leave its impact through communicating the employer branding practices properly in an effective way.The present research paper deals with Saudi Arabian Banking Sector where in which the authors have made an attempt to find the practices of employer branding available or not from the human resource management perspective.The research is timely for the reason that Saudi Arabia is implementing "Nitaqat" (a step by step process to encourage local's employment (the Saudi employment market comprises around 40% of expatriate employees). The companies are on toes to recruit Saudi nationals; the availability of skilled and talented Saudis is less. Therefore there is a need for employer branding practices. ISSN 1941-899X 2017 www.macrothink.org/jmr 32 The data collected from thirteen banks operating in Saudi Arabia and appropriate tools of statistics used to analyze the data and arrive to a conclusion. Journal of Management ResearchFrom the literature review it is found that academically unanimously it is agreed that employer branding practices will help in attracting and retaining the talent, but the actual practices of employer branding are either not recorded or properly planned. From the research it is found that definitely there is a need for employer branding practices in Saudi Arabian banking sector too.

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Employer Brand Equity and Recruitment Research

Cited by 53 publications

References 0 publications

Employer Image and Employer Branding: What We Know and What We Need to Know

Employer Image and Employer Branding: What We Know and What We Need to Know

Fatores Simbólicos e Instrumentais de Atração de Pessoas em PMES Relações com o Estilo de Liderança do Empreendedor

Employer Branding Practices in Saudi Arabian Banking Sector

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