Graduating Students' Responses to Recruitment Advertisements

Blackman, Anna

doi:10.1177/0021943606291705

Cited by 33 publications

(30 citation statements)

References 33 publications

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“…Recruitment has always been regarded strategically important to the success of a company, and hence has received considerable academic attention in the field of management (for a review, see Breaugh & Starke, 2000). Recruitment advertising, historically the most commonly used tool for approaching potential employees (Martin, 1987), has also been widely discussed in terms of its effectiveness and impact (Blackman, 2006;Kaplan, Aamodt, & Wilk, 1991;Mathews & Redman, 2001;Roberson, Collins & Oreg, 2005). Literature on the communicative effectiveness of job advertisements has also emerged from the field of marketing (Rai & Kothari, 2008;Ryan, Gubern, & Rodriguez, 2000).…”

Section: Recruitment and Job Advertisementsmentioning

confidence: 99%

Reading the Visual Design of Job Advertisements in Taiwanese Newspapers

Chen¹,

Chuang²

2016

JMC

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This content analysis of print advertisements for jobs focuses on changes in choices of visual semiotic resources over time. Recruitment advertisements as a genre of persuasion discourse require careful design, not only in terms of writing but also in the selection of visual images, which can help attract candidates' attention and therefore enhance the effectiveness of the messages conveyed. It has also been argued that changes in visual-communication styles of recruitment advertisements could, to some extent, reflect how such advertisements were perceived as functioning from the employers' perspectives. In this paper, content analysis of job advertisements as printed in weekend newspapers in three different years (1993, 2003, and 2013) revealed that: (1) the presence of visual content in job advertisements fluctuated over the past two decades; and (2) to make recruitment advertisements more eye-catching, visual images were more likely to be placed in areas identified as salient in theoretical terms.The results shed new light on the roles played by the visual semiotic resources of job advertisements for the purpose of attracting human resources effectively.

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Section: Recruitment and Job Advertisementsmentioning

confidence: 99%

Reading the Visual Design of Job Advertisements in Taiwanese Newspapers

Chen¹,

Chuang²

2016

JMC

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“…keep the brand salient) (Romaniuk, Peach, Driesener and Sharp 2004;. HRM literature similarly suggests applicants, having diverse needs and interests (Ehrhart and Ziegert 2005), seek demonstration by organisations of their "fit" with the organisation (Rafaeli 2006) through persuasive marketing communication (Blackman 2006). Both literatures recognise the importance of advertising for communicating information about the brand/organisation, building a bond between brand/organisation and customer/applicant (Ehrhart and Ziegert 2005;Feldman, Bearden and Hardesty 2006;Jain and Jain 2005;Kennedy and Ehrenberg 2000).…”

Section: Background and Literaturementioning

confidence: 99%

“…Human Resource Management (HRM) literature has taken some steps to identify job attribute preferences (Konrad, Ritchie, Lieb and Corrigall 2000), to understand the role of specific job attributes in attracting and retaining rural health professionals (Pathman, Konrad, Dann and Koch 2004) and to recommend how best to use classified advertisements to attract job candidates (Blackman 2006). Hemphill, Dunn, Barich and Infante (2007) suggested that integrating these HRM findings with a marketing perspective might be a productive avenue for resolving the GP problem.…”

Section: Introductionmentioning

confidence: 99%

Defining a Process for Segmenting the General Practitioner Market for Rural Practice Recruitment

Hemphill¹,

Kulik²

2009

Social Marketing Quarterly

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General Practitioner (GP) to patient ratios fall below benchmarks, particularly in rural areas. A marketing solution to this significant social problem might be to develop recruitment strategies differentiating medical practices (brands) and targeting different segments of the GP market. This paper uses data gathered from practice managers, GPs, and recruitment advertisements to develop a taxonomy of attributes considered in GPs' practice choice. The key contribution of this research comes from the possibilities for GP recruitment outcomes from refined implementation of branding principles that includes differentiation between practices with targeted recruitment advertisements instead of the current practice of including a mix of Job, Practice and Family attributes. Adopting the structure of these sets of attributes as a taxonomy offers a new opportunity to examine how these attributes contribute to GP practice selection decisions. This research prescribes a path forward for future research to now determine the relative and absolute value of attributes considered in general practice selection. As a new step towards solving the rural GP shortage this will then lead to development of strategic marketing for GP recruitment. This work is of national and international importance as substantial policy initiatives in government and academic directives have not yet solved this significant social problem. The output from this work is a research instrument designed for GP data collection as a basis for developing improved practice recruitment strategies. Publication DetailsThis conference paper was originally published as Hemphill, E and Kulik, C. T., Defining a Process for Defining a Process for Segmenting the General Practitioner Market for Rural Practice RecruitmentElizabeth Hemphill and Carol T. Kulik, University of South Australia AbstractGeneral Practitioner (GP) to patient ratios fall below benchmarks, particularly in rural areas. A marketing solution to this significant social problem might be to develop recruitment strategies differentiating medical practices (brands) and targeting different segments of the GP market. This paper uses data gathered from practice managers, GPs, and recruitment advertisements to develop a taxonomy of attributes considered in GPs' practice choice. The key contribution of this research comes from the possibilities for GP recruitment outcomes from refined implementation of branding principles that includes differentiation between practices with targeted recruitment advertisements instead of the current practice of including a mix of Job, Practice and Family attributes. Adopting the structure of these sets of attributes as a taxonomy offers a new opportunity to examine how these attributes contribute to GP practice selection decisions. This research prescribes a path forward for future research to now determine the relative and absolute value of attributes considered in general practice selection. As a new step towards solving the rural GP shortage this will then lead to develo...

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“…Tsai and Yang (2010) stated Organizational attraction as willingness of candidates to seek after occupations and to acknowledge employment offers in an organization. The decision of potential applicants to apply for a job could be affected by the source/medium of recruitment (Blackman, 2006). Hoye and Lievens (2005) explain that recruitment-related data sources and their characteristics can be essential forerunners of organizational attractiveness.…”

Section: Introductionmentioning

confidence: 99%

The Role of E-Recruitment in Attracting Potential Candidates: Evidence from Fresh Graduate Job Seekers

Hafeez¹,

Farooq

2017

Int. conf. adv. bus. manag. law

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The purpose of this study is to investigate the effectiveness of an online recruitment system and its impact on organizational attraction towards fresh graduate job seekers. A sample, comprised of 302 fresh graduate job seekers from the HEC recognized well known business schools in the Lahore region, selected by Stratified Random Sampling through a questionnaire. Since the data was not normal, the Kruskill Wallis test of mean differences was applied. Furthermore, the Macro process tool for Regression analysis was used to investigate the matter of cost effectiveness, ease of use and site quality. It is concluded that E-Recruitment has a positive impact on organizational attraction. However, results also conclude that this positive relation between ERecruitment and organizational attraction depends on the quality of the recruitment website. So, this study provides useful information for organizations seeking to adopt an E-Recruitment system to attract potential job seekers while concentrating on the quality of the websites.

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Graduating Students' Responses to Recruitment Advertisements

Cited by 33 publications

References 33 publications

Reading the Visual Design of Job Advertisements in Taiwanese Newspapers

Reading the Visual Design of Job Advertisements in Taiwanese Newspapers

Defining a Process for Segmenting the General Practitioner Market for Rural Practice Recruitment

The Role of E-Recruitment in Attracting Potential Candidates: Evidence from Fresh Graduate Job Seekers

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