How to become an employer of choice: transforming employer brand associations into employer first-choice brands

Rampl, Linn Viktoria

doi:10.1080/0267257x.2014.934903

Cited by 64 publications

(83 citation statements)

References 64 publications

(77 reference statements)

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“…Organizations have experienced that effective and strong brand reputation creates certain competitive advantages and contributes to easily attracting new and retaining existing employees [39]. Research further confirms that companies that undertake efforts to establish a positive image are seen by candidates as first-choice employers [40]. This signifies that a company has a strong and recognized sustainable organizational reputation and offers the possibility of first-rate employment [41].…”

Section: Further Extension Of the Study: Sustainable Organizational Rmentioning

confidence: 93%

Social Networking Information and Pre-Employment Background Checks: The Mediating Role of Sustainable Organizational Reputation

et al. 2020

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This study was aimed at identifying the role of social networking information (SNI) on pre-employment background checks (PBCs) of job applicants involving a single mediating variable, sustainable organizational reputation (SOR). In addition to that, we conducted a multi-group analysis to examine whether the direct and mediating effects were stronger in terms of gender difference. For investigation, a structured questionnaire was utilized to collect data from 1138 respondents working as hiring professionals in Bangladesh applying purposive sampling. Finally, 798 valid samples were considered. Structural equation modeling was applied using AMOS 24 to test the hypothesized relationships. The results indicated that SNI is positively and significantly related to PBCs. Additionally, it was revealed that SOR can partially mediate the direct relationship between SNI and PBCs. Furthermore, the study did not reveal any noteworthy gender differences influencing these relationships. The paper is expected to assist academicians involved in investigating pre-selection background checks and hiring professionals looking for further academic references to formulate a proper social media background policy.

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Section: Further Extension Of the Study: Sustainable Organizational Rmentioning

confidence: 93%

Social Networking Information and Pre-Employment Background Checks: The Mediating Role of Sustainable Organizational Reputation

et al. 2020

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“…In addition to evaluating the attitudes and intention towards an organisation, many studies have attempted to evaluate the perception of the prestige of the organisationthe degree to which organisations are perceived as being a "good organisation to work with" (Highhouse et al, 1998(Highhouse et al, , 2003Rampl, 2014;Rampl and Kenning, 2014). Therefore, we propose the following hypothesis:…”

Section: Research Hypothesesmentioning

confidence: 99%

“…Despite the substantial investigation available on linking brand associations with employer brand (EB) attractiveness, research into how to become a first-choice employer is limited (Rampl, 2014). In this context and addressing this research gap, our study aims to test the relationship between employee brand attractiveness and intention to submit a job application to the organisation.…”

Section: Introductionmentioning

confidence: 99%

The relationship between brand attractiveness and the intent to apply for a job

Santiago

2019

EJMBE

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Purpose The purpose of this paper is to understand the relation between the dimensions of employer brand (EB) attractiveness and the intention to submit a job application to the organisation. An increase of competitiveness in the business world has resulted in an increased effort by organisations to improve the processes of recruitment and retention of talented professionals, as the human capital of organisations is extremely important for their growth and sustainability. Regardless of an organisation’s size, the difficulties faced in recruiting and retaining highly qualified human capital are tangible. In this sense, the research problem identifies EB as being a strategic element for attracting future employees to work for an organisation. Design/methodology/approach This study used both quantitative (a questionnaire survey) and qualitative (in-depth interviews) data to investigate the perceptions of future and current employees. Findings Evidence from 281 respondents (of which almost 60 per cent belong to the millennial generation) who participated in the quantitative study supports the multi-dimensionality of EB attractiveness, highlighting the importance of economic factors, such as an above-average salary or opportunities for promotion, which are seen to be less important to millennials when considering future job prospects. Interestingly, the results of the qualitative research for current employees show slightly different concerns, in that career progression appears to be crucial. Originality/value The study findings not only offer a basis for research on the dimensions of employer attractiveness, but also, they serve as a managerial guide towards enhancing companies’ ability to attract, retain and motivate talented individuals.

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“…Above average wages are offered particularly to those aspects that are relevant to the target of interest, then branding does not fulfil its "reason d'être". The modern competitive environment and the growing demands for skilled and talented employees and executives in the market, is forcing companies to seek a way to prevail as employers over other organizations and to increase their competitiveness, without sacrificing their distinctive identity (Kucherov, Zavyalova 2012;Rampl 2014).…”

Section: Rem2mentioning

confidence: 99%

Employer Brand of Choice: An Employee Perspective

Bellou

Chaniotakis

Kehagias

et al. 2015

Journal of Business Economics and Management

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This study seeks to contribute in the field of the ideal employer, by determining the Employer Brand of Choice and its core components. In doing so, a pilot study was initially conducted to delineate these components. Evidence from 896 working adults that participated in a field study support the multi-dimensionality of the construct Employer Brand of choice, highlighting the role of "Remuneration", "Relationships", "Opportunities for Self Development", "Recognition", and "Corporate Image". These findings not only offer a concrete and holistic theoretical base of Employer Brand of Choice, but they can also serve as a managerial guide towards enhancing companies' ability to attract, retain and motivate talented individuals.

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How to become an employer of choice: transforming employer brand associations into employer first-choice brands

Cited by 64 publications

References 64 publications

Social Networking Information and Pre-Employment Background Checks: The Mediating Role of Sustainable Organizational Reputation

Social Networking Information and Pre-Employment Background Checks: The Mediating Role of Sustainable Organizational Reputation

The relationship between brand attractiveness and the intent to apply for a job

Employer Brand of Choice: An Employee Perspective

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