ORGANIZATIONAL RECRUITMENT ACTIVITIES AND APPLICANTs' REACTIONS AT DIFFERENT STAGES OF THE RECRUITMENT PROCESS

Abstract

Organizational recruitment activities have been hypothesized to affect applicants' reactions to the organization, independent of effects exerted by the job attributes associated with the position (e.g., location, salary, title). This research utilized a correlational design and a field setting in assessing applicants' reactions to a five‐stage recruitment program. Recruitment activities were significantly related to applicants' reactions only at the initial interview stage. Conversely, job attributes emerged as significant predictors of applicants' reactions at each of the four recruitment stages where they were assessed. No support was found for three hypothesized moderating variables–the perceived comparability of job offers, applicants' work experience, and their labor market opportunities. Suggestions for strengthening organizational recruitment programs and for directing further research are discussed.

The Effects Of Recruitment Message Specificity On Applicant Attraction To Organizations

“…For example, applicant perceptions of organizational attributes, such as training, compensation and advancement opportunities, have been found to have positive effects on applicant attraction to firms (Powell, 1984;Taylor & Bergmann, 1987).…”

“…The Cronbach alpha for this scale was .88. Judge and Cable (1997) Taylor and Bergmann (1987) were used to assess applicant intentions to apply for a job with the organization. Sample items included: "If I were searching for a job, I would apply to this organization" and "If this organization offered me a job, I would probably accept it."…”

“…Attraction to the company was used to assess participants generalized attitudes and feelings toward the organization. Our six-item measure of attraction was adapted from Taylor and Bergmann (1987), but included additional items to provide a broader range of general assessments of the company. Sample items include: "I have a favorable impression of this company" and "Overall, a job opportunity at this company is very attractive to me".…”

Green Placement – An Innovative Concept & Strategy in Campus Placement Model

“…The reactions at different stages of the event pose a greater deal of challenges to each of the parties involved in the process ' [5]. They are as below:-…”

Business faculty recruitment : effects of annual salary and health benefits plan.

“…The affect of job attributes descriptions in the interview process was new knowledge and the most significant factor affecting job acceptance (Powell, 1984;Rynes & Miller, 1983). Supported by new studies (Harris & Fink, 1987;Taylor & Bergman, 1987), the most consistent positive influence on applicant ratings of a job after the recruitment interview were the behavior and personality of the recruiter, and the manner in which the recruiter conducted the recruitment interview including information on job attributes.…”