employer branding and intention to apply job
182836272
Employer branding and intention to apply for a job using social media as moderator in banking industry, Pakistan.
UBis Summer Aslam
21747231
Potential Employee Segmentation Employer Branding and Intention to Apply for a Job in Banking Sector Pakistan
There are not many studies of employer branding and intention to apply for a job. No study was attained attention on potential employee segmentation experienced versus inexperienced applicants perceived by employer branding in Pakistan. Therefore, the endeavor of this survey was to satisfy the gap by analyzing employer branding and intention to apply in recruitment function perspective to potential employee segmentation. Respondents were participated in this survey from different universities who were near to set up their careers. To make analysis between employer branding and intention to apply, respondents were requested in response about the banking sector. Consequently, the findings show that employer branding is significant with the intention to apply at 0.01 level. Not all potential employees are same. Without potential employee segmentation, organizations do not know whom they possess to attract and what they have to be attractive. Furthermore, employer names have a different meaning for different people. Identifying potential employee segment is helpful to become attractive employers and to increase applicant's intentions too.
203694249
Employer branding attributes attracting the job seekers in the IT sector
Employer branding isn't intended to supplant 'old school' hiring techniques, where one recruits with a phone book and a list of applicants, but it provides today's recruiters an extra aid to discover and bring in talent.The purpose of this research is to find which factors employers should keep in the limelight while planning their employer branding strategies. This paper uses the employer attractiveness scale to find the attributes contributing to employer branding, which again is expounded to the attraction of potential job seeker in the information technology sector in India. Amidst the various attributes that were studied, work culture and career opportunities come out as two of the most powerful influences among the job seekers in this sector and is directly related to their intention to apply. To analyze further, the perception among various genders and people from various place of residence regarding these factors were also studied.
Sonali Saha Vaishnavi Tiwari
56010965
Gender Perceptions: Employer Branding Through Attractiveness, Job Characteristics and Organizational Attributes
The novelty of employer branding is undeniable in HR practices. However, the pair studies are also found in employer branding with the perception of gender. A gender difference is said to occur when male and female react differently in perceptions. In Pakistan, human capital is an inadequacy in bank jobs and female less appearance in the sector creates more shortage of skilled employees. However, the results reported have given an insignificant difference between male and female in the perception of employer branding. Moreover, the gender disparity has no borders, so re justification is an admirable in another region. Hence, a significant relationship exists between employer branding and intention to apply. Intention to apply is a central dealing with recruitment as appears with the wish for of submitting a job application. Furthermore, the wider applicant pool can achieve with employer branding. Employers can persuade to potential employees through attractiveness, unique organizational attributes and job characteristics. Concluded, banks in Pakistan can increase a wider applicant pool with the implementation of employer branding. Data Analysis was done by using SPSS and smart PLS. Future recommendations and implications are at the end.
Summera Shamrooz Aslam Cordelia Mason Asma Zakria Mohd Farid Shamsudin Farid
157164213
Relationship between Reputation Perception and Job Pursuit Intention in Private Sector
These days' companies use the concept of branding in the area of Human Resource Management and the application of branding principles to HRM has been termed as Employer Branding. This ideology is applied to attract potential recruits and to reassure that the existing employees are involved in the company's culture and strategy. Therefore, the aim this research study is to analyze how organizations' reputation together with job attributes influence potential job seekers' intention to apply for a job. This study is quantitative in nature and its scope is to find out the impact of organizational identity on potential recruits. To achieve this objective, a survey of a sample size of 100 students enrolled in the Masters and Graduate program of four business school Karachi was conducted with the help of questionnaire. Correlation test will be run to find out the relationship between reputation perception and job pursuit intentions. Through the in depth analysis of the conducted survey, it was seen that employer branding is positively associated with job seeker intention to apply and to attract more than more talented and qualified candidates therefore organization need to be attractive employer by focusing on different strategies of employer branding and through this approach their can increase applicant intention to apply. It can be concluded that reputation information of an organization creates brand equity that generate the perception of organization's prestige in the market and students get influenced by the reputation of a firm because due to that they want to associate with a branded organization to start their career.
Rabnawaz Khan
146548040
Employer Branding Constrains Applicants' Job Seeking Behaviour? ?Limita la Marca del Empleador la Conducta de Busqueda de Empleo?
Researchers have been consistent in advising managers to invest on the organization's employer brand, based on the argument that it will benefit recruitment practice. However, this premise has been majorly sustained following an organizational point of view. As such, the employer branding effects on applicants' job search behavior of applying to a vacancy remains undetermined. Main purpose of this study is to understand if employer branding constrains applicants' job seeking behavior. We propose that applicants develop the desire of submitting to a vacancy through a process having the organizational attributes as its predictor and attractiveness as its mediator. We then investigate if and how employer branding constrains this process, by evaluating its moderating effect. Using confirmatory analysis methodology, we found that employer branding moderates the proposed job seeking process. A positive employer branding has strengthened the process leading to the intention to apply to a vacancy, when compared with neutral or negative employer brandings. This explains applicants' desire of submitting to a vacancy. Based on our results, we suggest directions for practitioners concerning recruitment efficacy. Keyword: job seeking, employer, branding, applicant, constraints. Resumen. Los investigadores han sido consistentes en el asesoramiento a los directivos de que inviertan en la marca del empleador de la organizacion, con base en el argumento de que se beneficiara la practica del reclutamiento. Sin embargo, esta premisa ha sido mayormente sostenida siguiendo un punto de vista organizativo. Como tal, los efectos de marca del empleador sobre el comportamiento de busqueda de empleo de los candidatos que solicitan una vacante siguen siendo indeterminados. El objetivo principal de este estudio es conocer si la marca del empleador limita la conducta de busqueda de los solicitantes. Nosotros proponemos que los candidatos desarrollan el deseo de solicitar una vacante a traves de un pro ceso que tiene los atributos de la organizacion como predictor y el atractivo como su mediador. A contin uacion, investigamos si y como la marca del empleador restringe este proceso, mediante la evaluacion de su efecto moderador. Utilizando la metodologia de analisis confirmatorio, encontramos que la marca del empleador modera el proceso de busqueda de trabajo propuesto. Una marca de empleador positiva ha for talecido el proceso conducente a la intencion de solicitar una vacante, en comparacion con marcas de empleador neutrales o negativas. Esto explica el deseo de los candidatos de solicitar a una vacante. En base a nuestros resultados, sugerimos recomendaciones a los profesionales, relativas a la eficacia del reclu tamiento. Palabras clave: busqueda de empleo, empleador, solicitante, marca, limitaciones.
Daniel Roque Gomes J G das Neves
154463629
Employer branding, what is the big deal? From graduate students perception of a preferred Employer
Employer Branding in recent years has become popular, particularly in strategically attracting talents to a company. This research was carried out using potential employees, students recently graduated from college and actively seeking employment. They are looking to choose an employer, and are looking for signals and information from these employers to help them decide. The focus of this research was on the effect of EB on potential employees' perception of employer's employer attractiveness attributes and their intention to apply for a job. Themes from previous studies on this topic were identified, research questions were based on these themes. Along with the main research question, there were five sub research questions answered. These were related to the five attractiveness dimension identified in the work of Berthon et al (2005) These are interest value, comprising of a company's innovation, employee's creativity and high quality product/service; social value, a company's work environment and the relationships within it; economic value, a company's above average salary, good benefits, job security and promotions opportunities; development value, a company's career enhancing experiences, recognition, develop self worth and self confidence; finally the application value, a company's interaction with its environment and its people, socially responsible, customer oriented, opportunity to use college degree. Six participants were interviewed from three different colleges in Dublin. The research found all participants were attracted to innovation, good work environment, compensation, recognition, and good relationship with superiors. However, little interest was displayed towards a company's products/services and its social responsibility features. Overall findings were symbolic attributes had more influence over participants' decision than instrumental attributes. The research findings suggest new directions for future research in EB as an attraction tool. Implications for employers were identified in the conclusion. The findings of this research are not generalisable across all potential employees.
Rosemary Okafor
167340741
Employer Brand and Job Application Decisions: Insights from the Best Employers
Communication of employer brand to external stakeholders has, in the recent past, seen new developments in the form of best employer surveys (BESs) and a potent form of employer branding lies in the BESs. In this article, we examine the impact of firm related and job related attributes on a candidate's job application decisions by selecting firms from the BES lists. The study is based on the secondary and primary data of 139 companies which have appeared in four major BES lists from 2001 to 2012 (the longest time period for which data is available in an emerging economy India) and primary data collected from 2,854 respondents. We find that both firm level and job related variables significantly influence a candidate's job application decisions, such as, intention to apply and consideration of the best companies to work for. Firms, with an objective to attract huge candidates, should carefully examine the factors that positively affect the job choice decisions and make concerted effort to improve on those parameters. The study fills several research gaps present in the literature due to inadequate empirical studies, insufficient sample size and consideration of a limited variables in the past studies.
Gordhan K Saini Anandasivam Gopal Nisha Kumari
201817201
Factors Influencing the Employer Brand Perception of Campus Recruits An emprical evidence from India
There is an increasing growth of the talent in the job market, especially in campuses and it has become a necessity for organizations to attract right talent from this talent pool. Understanding campus recruits' perceptions of employer brand and brand building strategies would help organizations leverage this knowledge to be able to build a strong employer brand for them. A lot of research is being conducted in the area of campus recruits' perception of employer branding; however there exists very limited literature that talks about the factors influencing campus recruits perception of employer brand in the Indian context. The aim of this study is to find those factors that influence the campus recruits' perception of an organization's employer brand and brand building strategies the most, and the campus recruits' intention to apply to the organization in an Indian context. The variables considered in this study are corporate image, pre recruitment process, CSR activities, intrinsic rewards and extrinsic rewards, internship activities, seminars and workshops, social media and online portals and official website. Keywords Employer Branding, Campus Recruits,Perception, Employer Brand Building Strategies.
Swathi Nachammai S Senthil Ganesh
210766101
Gu Zhu Pin Pai Ge Ren Zu Zhi Pei Shi Du Dui Gong Zuo Ying Zheng Yi Tu De Ying Xiang Yi Shi Xi Jing Yan Wei Diao Jie Bian Shu
Currently the labor market is competitive, not only for job applicants but also for companies. From the company's perspective, appealing to talent means that companies have to differentiate themselves from their competitors. Building employer branding is one of the ways for differentiation. It can not only help companies to increase their visibility in the labor market but also increase job applicants' intention to apply. From the perspective of job applicants, different personalities will perceive different degrees of P O fit. In addition, job applicants with higher perceived P O fit will have higher application intentions. Thus, this study adopted the Big five personality to explore the kind of personality that will have higher perceived P O fit. To sum up, the purpose of this study is to explore the effects of organizational attractiveness, employer branding, personality, and P O on application intention. Additionally, this study further added internship experience as a moderating variable to investigate whether internship experience will reinforce the effects of organizational attractiveness to employer branding and personality toward P O fit. There were four findings in this study. First, organizational attractiveness can increase company's employer branding. Second, job applicants with higher agreeableness, consciousness, extraversion, openness to experience and low neuroticism will have a higher perceived P O fit. Third, both employer branding and P O fit can increase job applicants' application intention. Forth, it was proven that internship experience can help a company to build their employer branding by increasing its organizational attractiveness.