Managing organizational attractiveness after a negative employer review: company response strategies and review consensus

Effects of crisis response tone and spokesperson's gender on employer attractiveness

“…denial vs. apology) and the style of crisis response can affect key outcomes of crisis communication, for instance, apology acceptance and attitudes towards organisation (Coombs and Holladay, 2009;Park and Cameron, 2014). However, little is known about the effectiveness of response strategies in the recruitment context, and specifically, in influencing organisational attractiveness (Carpentier and Van Hoye, 2020). Signalling theory (Spence, 1973) suggests job seekers rely on general impressions to judge employer attractiveness, thus, cueing potential employees with strategic use of tone to emphasise organisational qualities and influence attitudes towards organisation, could be key in this context.…”

“…This omission is surprising, as in addition to consumers, employees' evaluations of the company may also be affected by how well the company responds to a crisis (Rabl, 2015). Responded inappropriately, it may lead to a significant negative impact on company image as an attractive employer to work for (Carpentier and Van Hoye, 2020). Further, there appears to be an increase of organisational crises that particularly affects employees.…”

Investigating the Effect of Multidimensional Review Text and Anonymity on Review Helpfulness: An Empirical Investigation in the Context of Employer Review Sites

“…In the employer reviews area, studies have focused on the job attributes and employer attributes mentioned in a review [29]. For example, there are studies on brand attributes of the employer [12], and corporate value (innovation, integrity, teamwork) using text mining of Glassdoor reviews [30].…”

“…For example, there are studies on brand attributes of the employer [12], and corporate value (innovation, integrity, teamwork) using text mining of Glassdoor reviews [30]. Some studies have examined the effect of eWOM on employee intentions and job seeker's attitudes [29].…”

Label employeur et/ou marque région : quels signaux privilégier dans la communication de recrutement pour renforcer l’attractivité organisationnelle ?

“…Le développement du bouche-à-oreille numérique avec l'apparition de nouveaux acteurs sur le marché comme les sites d'avis employeurs (Glassdoor ou Indeed par exemple) contribue à réduire cette asymétrie. Néanmoins, la crédibilité des informations disponibles en ligne étant sujette à caution, les candidats se trouvent en situation d'information imparfaite pour choisir un futur employeur (Carpentier et Van Hoye, 2020). Les entreprises qui souhaitent attirer des talents, émettent des signaux (Spence, 1973) afin de réduire cette asymétrie d'information et de renforcer l'efficacité de leur communication de recrutement.…”