Video Recruitment: Online Perspectives and Implications for Employer Branding

Yacine, Leyla; Karjaluoto, Heikki

doi:10.1007/978-3-030-98183-9_4

Cited by 3 publications

(2 citation statements)

References 53 publications

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“…As referred to by Pirić et al (2018), we have to distinguish three different concepts, which are Product Branding, Corporate Branding, and Employer Branding: the first is how the consumer sees the product, the second is how the company is seen before different external auditors, and finally Employer Branding, which is how the company is considered as an employer. Yacine and Karjaluoto (2022) report that the biggest difference between the three concepts is the public to which they are addressed, as while the first two concepts are intended for people outside the company, Employer Branding is intended for an external audience, which are the possible candidates, but also to an internal audience, which are existing employees. The main objective is to attract new talent, making the company more competitive, but its role is to ensure that all employees understand, respect, and act in accordance with the company's values and objectives.…”

Section: Employer Brandingmentioning

confidence: 99%

Assessing the Impacts of Internal Communication: Employer Branding and Human Resources

Fernandes

Sousa

Fonseca

et al. 2023

Administrative Sciences

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Human capital is considered the most important resource in any organization. However, most companies are concerned with external customer satisfaction, without devoting much attention to the satisfaction of their employees. Indisputably, employee satisfaction is fundamental and determines the success or failure of what the customer experiences. Technological developments have changed our lives and habits, and even the way we relate to others, so the online increasingly influences the offline. The purpose of this manuscript was to examine the relationship between the Digital Communication of companies and their Employer Branding, with a special focus on the close relationship that employees feel with the company. To perform this analysis, a case study was carried out using a qualitative approach. Interviews with seven managers from three different companies, two of whom are responsible for the Digital Communication of their organizations, were performed. With the analysis of the data obtained, it is concluded that the Employer Branding perceived by the employees is of a positive image of the company, but they do not feel emotionally more connected with the organization through the Digital Communication practiced by it. With this study, it is expected that organizations recognize the importance that an online presence has in the image of their brand as a whole, and that it is important to invest in Digital Communication, but it has to be performed with an action plan to achieve the objectives intended. From an interdisciplinary perspective, the manuscript presents insights for marketing (digital marketing and employer branding) and for socially responsible behavior by organizations (in a Portuguese context).

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Section: Employer Brandingmentioning

confidence: 99%

Assessing the Impacts of Internal Communication: Employer Branding and Human Resources

Fernandes

Sousa

Fonseca

et al. 2023

Administrative Sciences

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“…HR departments adopted new recruitment practices as remote work became more common following the coronavirus pandemic crisis. Among these practices are video interviews, which provide a better overview during the recruitment assessment stage [7,8]. Employers must have a streamlined recruitment and selection process to gain objective insight into applicants' formal and other achievements [9].…”

Section: Introductionmentioning

confidence: 99%

Technical and User-Oriented Prerequisites for Video CV Web-Based Recruitment Platform

Turkalj

Biloš

Šmit

2023

Teh. glas. (Online)

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Youth unemployment tends to be higher than in other age groups mainly because young people represent an inexperienced labour force. Some authors also believe it is due to an inability to match the qualified workforce to vacant positions. The importance of enabling young people to participate equally in the labour market is of the essence for economic growth. One of the attempts to tackle this issue was addressed through the Erasmus+ project CUVID, aimed at providing young people a way to present themselves in video-based form. This paper analyses quality standards for video CV platforms. For this purpose, 19 expert interviews with HR managers were conducted to identify their expectations towards video CVs. Based on the analysis of expert interviews, a recommendations summary with technical and user-oriented prerequisites was created, along with requirements and a transferability model for video CVs in the form of the CUVID platform.

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The progression in employer branding and employee based brand equity: Scholar API based systematic literature review

Krywalski Santiago

2023

JEM

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Aim/purpose – This paper systematically reviews the literature of employer branding (EB) and employee-based brand equity (EBBE) using the Application Programming Interface (API) provided by Google Scholar. While combining EB and EBBE this paper considers both the perspective of current, as well as potential employees and provides a systematization of knowledge related to organizational attractiveness and the impact of employees on the organizational brand. Design/methodology/approach – This study reviews the progresses in employer brand- ing since 2009 to 2022, therefore ranging from the time that the concept of employee- -based brand equity was proposed by King and Grace (2009). A four-stage process em- powered by was used to review the existing literature: 1) to identify the current tenden- cies Google Trends search was applied; 2) to search the databases and to identify the most active contributors (publishers and authors) the scholar API was used; 3) PRISMA-S checklist was applied to ensure the rigorousness of systematic literature review; 4) to expose the interdependence of the concepts a bibliometric analysis was conducted using VOSviewer 1.6.18 software; 5) finally this study proposes a comprehensive framework of employer branding. Findings – The research on employer branding has grown substantially in the past de- cades and various conceptual and empirical studies have advanced the knowledge of both employer and internal branding. Still, the progression in the literature is narrow due to complexity of the field. This study identifies the main dimensions of employer brand- ing and offers a comprehensive framework to systematize the current state of art. Research implications/limitations – The multidisciplinary nature of employer branding has led to a dispersed understanding of constructs and applications in the academic stud- ies. This study focuses on the marketing/branding perspective and does not consider the studies grounded purely in human resource management. Originality/value/contribution – This study increases our understanding of the current literature and new research trends in employer branding and employee-based brand equity. Additionally, it explains the link between EB and EBBE. While applying the recently developed scholar API and artificial intelligence empowered software to conduct the systematic review, this study creates a procedure that can be used by researchers in an array of fields. Keywords: employer brand, employee-based brand equity, scholar API-based systematic literature review. JEL Classification: M51, M31.

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Video Recruitment: Online Perspectives and Implications for Employer Branding

Cited by 3 publications

References 53 publications

Assessing the Impacts of Internal Communication: Employer Branding and Human Resources

Assessing the Impacts of Internal Communication: Employer Branding and Human Resources

Technical and User-Oriented Prerequisites for Video CV Web-Based Recruitment Platform

The progression in employer branding and employee based brand equity: Scholar API based systematic literature review

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