Understanding job and organizational attributes as signals from recruitment advertisement

Muruganantham, G.; Antony, S; George, Esther Princess

doi:10.1108/jibr-04-2018-0112

Cited by 7 publications

(8 citation statements)

References 57 publications

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“…According to signaling theory, job applicants use signals and information revealed by the employer to help them reduce uncertainty related to the process of getting employed (Rynes et al, 1991;Spence, 1973). Muruganantham et al (2021) state that employers use various strategies to send signals to differentiate their organizations from competitors in the job market. These signals may include aspects such as job security and job stability (Zhu et al, 2014), a comfortable work environment and employee-centered work conditions (Lee et al, 2018) and professional training activities and opportunities for career progress (Kucherov and Zavyalova, 2012).…”

Section: Organizational Attributes and Employer Brandmentioning

confidence: 99%

Section: Theoretical Backgroundmentioning

confidence: 99%

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A mixed-methods approach for the relationship between organizational attributes, reputation, employer brand and intention to apply for a job vacancy

Elbendary¹,

Elsetouhi²,

Marie³

et al. 2023

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PurposeThis study aims to investigate the direct effect of organizational reputation (OR), employer brand (EB) and organizational attributes (OA) on the intention to apply for a job vacancy (IAJV); further, it examined the mediating effect of employer brand in the OA-IAJV relationship while taking into consideration the moderating effect of organizational reputation.Design/methodology/approachA mixed-method approach was employed, with ten in-depth interviews followed by a questionnaire with additional 356 job seekers in Cairo and Giza cities; the sample includes both fresh graduates and experienced job applicants in the job market. The qualitative analysis confirmed that some respondents use organizational reputation as a signal of its performance. The path analysis technique tests the research hypotheses using a partial least squares structural equation modeling (PLS-SEM).FindingsThe findings revealed that the most influential variable in the intention to apply is organizational attributes, followed by organizational reputation and finally employer brand. There is a significant relationship between organizational attributes and intention to apply for a job vacancy via employer brand. In addition, the results indicate a noteworthy moderating impact of organizational reputation on the association between employer brand intentions to apply for a job and the relationship between organizational attributes and intention to apply for a job opening.Originality/valueTo the best of the authors’ knowledge, this study contributes to the understanding of the direct and indirect effects of organizational reputation and organizational attributes on intention to apply through the mediating role of the employer brand. This research opens new avenues for recruitment research, considering the moderating effect of organizational reputation on strengthening the impact of the independent variables on the intention to apply and the interaction between the variables affecting the intention. Further, this study focuses on the needs of the job applicants when perceiving the organizational factors and identifies which signals can generate the intention to apply according to the signaling theory.

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Section: Organizational Attributes and Employer Brandmentioning

confidence: 99%

Section: Theoretical Backgroundmentioning

confidence: 99%

A mixed-methods approach for the relationship between organizational attributes, reputation, employer brand and intention to apply for a job vacancy

Elbendary¹,

Elsetouhi²,

Marie³

et al. 2023

View full text Add to dashboard Cite

show abstract

“…Signaling theory has many applications in the occupational realm under study (Bokek-Cohen, 2018). The theory explains how signals or cues in job ads are interpreted by job seekers (Muruganantham et al, 2020;Story et al, 2016) and makes job seekers attracted to a job (Wille and Derous, 2017). In signaling theory, indirect cues and signals play an important role in job seekers' attraction and further decisions (Highhouse andHoffman, 2001, in: Wille andDerous, 2017), especially in the absence of direct information (Celani andSingh, 2011, in: Verwaeren et al, 2017).…”

Section: Theoretical Perspectives In the Study Of Job Adsmentioning

confidence: 99%

Efficient recruitment with effective job advertisement: an exploratory literature review and research agenda

Mahjoub

Kruyen

2021

IJOTB

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PurposeThis article presents an exploratory, narrative review on job ads research. It aims to explore the key features of job ads that have been investigated in previous researches; the way these features have been investigated; and to draw important lessons that those studies teach us about the impact of job ad features on the target population.Design/methodology/approachIn this study, the scoping-review procedure is applied. Its systematic procedure enables scholars to provide a broad overview of a topic, map the key concepts underpinning a research area, clarify the conceptual boundaries of a topic, and also to incorporate a numerical summary and qualitative thematic analysis. The review was conducted based on a systematic study of 243 peer-reviewed articles and publications in the grey literature.FindingsThe findings show that seven job ad features seem to have important impacts on (potential) applicants, which we illustrate as a know-how framework. Eight main theories are used, and a wide array of research methods are applied. However, the study concludes that after more than four decades of research, there is still a limited understanding about the concrete effects of job ad features.Originality/valueThis paper synthesizes the existing knowledge, answers three exploratory questions regarding job ad features and draws theoretical and practical lessons from previous studies. In the interest of conducting future studies and providing a research agenda, a typology of theoretical perspectives for the study of job ads is also presented. The article also presents lessons for practitioners by providing a know-how framework on the usage of job ads.

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“…The content of recruitment advertising becomes important not just by setting the attractiveness of the organization but also prevents jobseekers from searching for competing job openings and referring to alternative sources of information about job position, not controlled by the recruiting organization (Liu, 2020). Furthermore, Muruganantham, Suresh, & Esther (2021) explain that recruitment advertisement contains job attributes and organizational attributes, impacting intention to apply for a job position. Heath, Carlsson, & Agerström (2023, p. 3) found out that "equality and diversity information in job advertisements has a positive impact on perceptions of potential job applicants".…”

Section: Introductionmentioning

confidence: 99%

Intercultural competence in marketing and sales recruitment advertising: Evidence from Austria and Sweden

Pantelić,

Samuelsson,

Brandstätter

2024

Strategic Management

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The Background: The globalization of the business world and the ongoing internationalization of many organizations have profound consequences for societies and economies. National economies, the Austrian and Swedish being the examples in this study, are globally intertwined and export dependent. When businesses search for opportunities outside national borders, employees will engage with diverse groups of stakeholders while conducting daily business and pursuing organizational goals. Additionally, due to migrations, the available workforce is becoming increasingly diverse. Business schools have an obligation to educate graduates who are "ready for life." To stay relevant, business programs, specifically in marketing and sales, need to deliver not just subject-specific knowledge but also give students the chance to increase their intercultural competence. Purpose: This study contributes to the discussion on business schools' role in improving students' intercultural competences and the necessity to align learning outcomes with future market needs. Study design/methodology/approach: The content analysis of 240 qualified recruitment advertisements was conducted to investigate, in line with signalling theory, how employers' express their requirements and expectations in recruitment advertising. Findings/conclusions: The empirical study shows that ads frequently describe work environments as culturally diverse. Most reviewed advertisements contain references to interactions with partners and customers across national borders. However, there is a weak connection between the work situation described in the ads and the skills required to tackle diversity. While foreign language and communication skills are frequently listed as requirements in those ads, intercultural competence is seldom a requirement. Even if not vocalized, evidence suggests that future graduates will increasingly need intercultural competence. Limitations/future research: The study was conducted based on a limited number of recruitment advertisements. Future research could include a wider coverage of recruitment advertisements. The qualitative research would complement findings on the need for interculturally competent graduates.

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Understanding job and organizational attributes as signals from recruitment advertisement

Cited by 7 publications

References 57 publications

A mixed-methods approach for the relationship between organizational attributes, reputation, employer brand and intention to apply for a job vacancy

A mixed-methods approach for the relationship between organizational attributes, reputation, employer brand and intention to apply for a job vacancy

Efficient recruitment with effective job advertisement: an exploratory literature review and research agenda

Intercultural competence in marketing and sales recruitment advertising: Evidence from Austria and Sweden

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