scholarly journals Nationality Diversity in the Executive Suite: Does it Influence Employer Attractiveness for Foreign Job Seekers?

2021 ◽  
Author(s):  
Tobias Dauth ◽  
Stefan Schmid ◽  
Sebastian Baldermann ◽  
Fabienne Orban
Keyword(s):  
Job Seekers ◽  
Executive Suite ◽  
Employer Attractiveness ◽  
Nationality Diversity

scholarly journals How personal values shape job seeker preference: A policy capturing study

PLoS ONE ◽  
2021 ◽  
Vol 16 (7) ◽  
pp. e0254646
Author(s):  
Carol L. Hicklenton ◽  
Donald W. Hine ◽  
Aaron B. Driver ◽  
Natasha M. Loi
Keyword(s):  
Online Survey ◽  
Personal Values ◽  
Policy Capturing ◽  
Job Seekers ◽  
Different Types ◽  
Multi Level ◽  
Social Environmental ◽  
Person Organization Fit ◽  
Employer Attractiveness ◽  
The Ideal

Does the “ideal” organization exist? Or do different workplace attributes attract different people? And if so, what attributes attract what types of employees? This study combines person-organization fit theory and a policy capturing methodology to determine (a) which attributes are the strongest predictors of perceived organization attractiveness in a sample of Australian job seekers, and (b) whether the magnitude of these predictive effects varies as a function of job seekers’ personal values. The design of this study is a randomized experiment of Australian job seekers who responded to an online survey invitation. Each of the 400 respondents received a random subset of 8 of 64 possible descriptions of organizations. Each description presented an organization that scored either high or low on six attributes based on the Employer Attractiveness Scale: economic, development, interest, social, application, and environmental value. Multi-level modelling revealed that all six attributes positively predicted job seekers’ ratings of organization attractiveness, with the three strongest predictors being social, environmental, and application value. Moderation analyses revealed that participants with strong self-transcendent or weak self-enhancement values were most sensitive to the absence of social, environmental, and application value in workplaces, down-rating organizations that scored low on these attributes. Our results demonstrate how job seekers’ personal values shape preferences for different types of workplaces. Organizations may be able to improve recruitment outcomes by matching working conditions to the personal values of workers they hope to employ.

The influence of corporate social performance on employer attractiveness in the transport and logistics industry

2015 ◽  
Vol 45 (5) ◽  
pp. 486-505 ◽  
Author(s):  
Matthias Sohn ◽  
Werner Sohn ◽  
Thorsten Klaas-Wissing ◽  
Bernhard Hirsch
Keyword(s):  
Impression Management ◽  
Social Impact ◽  
Corporate Social Performance ◽  
Social Performance ◽  
Job Seekers ◽  
Logistics Industry ◽  
Content Type ◽  
Junior Staff ◽  
Corporate Social ◽  
Employer Attractiveness

Purpose – Job markets in the transport and logistics industry are characterized by a scarcity of well-educated junior talent. Employer attractiveness is becoming more important in order to win the most talented junior staff. The purpose of this paper is to investigate how corporate social performance (CSP) profiles of logistics companies influence their attractiveness for job seekers. Design/methodology/approach – In a computerized laboratory experiment, the authors provided 95 students in their final year with job offer data that include general and CSP information about the company, and the job seeker’s potential salary. The authors manipulated how the CSP information was presented and monitored the information accessed during job seekers’ decision-making processes. The authors investigated how information presentation affected choices. Findings – The vast majority of talent acquires CSP information in the pre-decision phase of the judgment, compares this information across companies, and trades off this information with the conditions of employment. The authors find that the ease of comparability of corporate social responsibility (CSR) information, expressed by meaningful indicators of CSP, increased preference for high CSP. Research limitations/implications – The study enriches existing studies of voluntary disclosure, which argue that voluntary disclosing sustainability-related information can be a tool of impression management. Practical implications – Companies with a compelling CSP should push for a broadly accepted methodology to benchmark CSP within industry-specific sectors, such as logistics services. Social implications – Potential employees demand that companies should consider their social impact on individuals and society as a whole. To remain attractive for employees companies in transport and logistics industry have to cope with a broader scope of expectations. Originality/value – The authors provide the first analysis on the relevance of CSP information for employer attractiveness in the transport and logistics industry. This research provides insights into the relevance of CSP criteria, information provision, and comparability processes from the perspective of young job seekers.

scholarly journals Corporate social responsibility and employer attractiveness

2019 ◽  
Vol 9 (2) ◽  
pp. 123-131
Author(s):  
Ana Potskhverashvili
Keyword(s):  
Well Being ◽  
Job Seekers ◽  
Global Competitiveness ◽  
Business People ◽  
The Core ◽  
Long Period ◽  
The World ◽  
Corporate Social ◽  
Employer Attractiveness ◽  
A Company

As the global competitiveness accelerates in the world, it is a major challenge for the companies to attract talents and attain them within the company. The business needs to contribute to the well-being of the community and society they affect. High salary alone is no longer effective tool for the business, people want to work in the company whose values match their own values and that impact contribute to society and environment. For the business is crucial to know what kind of aspects influence on a particular group of stakeholder (job seekers and employees) decision to choose a place of work. The core research statement is, how CSR based factors influence on employer attractiveness and how these factors impact on the choice of employees in choosing a company for working. This study is exploratory, a quantitative approach is applied. Questionnaire examines interest of one of the stakeholders, particularly employees’ or prospective employees’ perception toward company CSR. According to the results, CSR dimensions (economic, social and environment) were measured by the respondents as highly important for an organization. However, at what extent CSR can be considered as the strongest tool for attracting new talents in the organization and keeping them for a long period is difficult to be measured. Taking into consideration other determinants on employer attractiveness, CSR alone can not attract and attain talents in the organization, but can be one strong determinant that could encourage workers to stay committed to the organization.

Do instrumental and symbolic factors interact in influencing employer attractiveness and job pursuit intention?

2018 ◽  
Vol 23 (4) ◽  
pp. 444-462 ◽  
Author(s):  
Shweta Kumari ◽  
Gordhan K. Saini
Keyword(s):  
Recruitment Strategy ◽  
Job Seekers ◽  
Significant Interaction Effect ◽  
Content Type ◽  
Employment Choice ◽  
Career Growth ◽  
Corporate Social ◽  
Changing Demographics ◽  
Employer Attractiveness ◽  
New Generation

Purpose The changing demographics of talent market calls for a better understanding of the expectations of diverse job seekers. However, there is limited research on employer attractiveness (EA) factors which cover the expectations of new generation job seekers. The purpose of this paper is to examine the effect of career growth opportunities (CGO), work–life benefits (WLB) and corporate social responsibility (CSR) reputation on the perceived attractiveness of an organization as an employer and the job pursuit intention (JPI) of job seekers. Design/methodology/approach A 2 (CGO: many vs limited)×2 (WLB: many vs limited)×2 (CSR reputation: high vs low) between-subjects experimental design was used for this study. A total of 240 respondents participated in the study. Findings The results showed that provision of CGO had the highest effect on both EA and JPI. This effect was strong enough to compensate for limited WLB and a low CSR reputation. A significant interaction effect between CGO and CSR reputation revealed that the effect of CSR reputation on EA depends on the availability of many or limited CGO. Originality/value The study contributes and expands literature on attributes relevant in job choice decisions by providing useful insights regarding how job seekers weigh these attributes while making an employment choice. Also, the study offers suggestions for designing organizations’ recruitment strategy for attracting talent.

The Effect of Values on the Attractiveness of Responsible Employers for Young Job Seekers

2020 ◽  
Vol 27 (1) ◽  
pp. 27-48
Author(s):  
Silke Bustamante ◽  
Rudi Ehlscheidt ◽  
Andrea Pelzeter ◽  
Andreas Deckmann ◽  
Franziska Freudenberger
Keyword(s):  
Empirical Studies ◽  
Moderating Effect ◽  
Value Orientations ◽  
Hierarchical Regression ◽  
Job Seekers ◽  
Negative Effect ◽  
Corporate Social ◽  
Individual Value ◽  
Employer Attractiveness ◽  
Adaptive Conjoint Analysis

Purpose: Empirical studies suggest that corporate social responsibility (CSR) impacts young job seekers’ choices of an employer. Values seem to affect CSR preferences, influencing the felt fit between the person and the organization and hereby the valence of working for that company. This article aims to research in more detail the preference structure of young graduate job seekers. In particular, it seeks to understand whether CSR is important when there is a trade-off between CSR and non-CSR attributes and whether basic value orientations of job seekers have a moderating effect on their employer preferences. Design/methodology/approach: This article used a quantitative approach with a survey sample of 577 German students who were in their last year of study. To gain information on the relative impact of CSR- and non-CSR-related employer characteristics on employer attractiveness, an adaptive conjoint analysis was applied. Correlation analysis and a two-step hierarchical regression were conducted to detect the effects of individual value orientations. Findings: Only a few CSR attributes are relevant for young job seekers compared with other traditional employer attributes. Specific value orientations can be identified as having a moderating effect on CSR preferences. This is particularly the case for value orientations indicating a concern for the welfare of others and the environment positively affect the importance of most CSR attributes while more selfish value orientations have a negative effect. Originality/value: This study sheds light on the relative importance of CSR attributes when compared with non-CSR attributes. Moreover, it relates employee-related preferences to individual value orientations and shows that selected values have a modifying effect on the importance of CSR for job choice.

scholarly journals Employer Attractiveness Through Social Media: A Phenomenological Study

2017 ◽  
Author(s):  
Chetna Priyadarshini ◽  
YLN Kumar ◽  
Rajneesh Jha
Keyword(s):  
Social Media ◽  
Interpretative Phenomenological Analysis ◽  
Subjective Experience ◽  
Phenomenological Study ◽  
Selection Process ◽  
Privacy Concern ◽  
Job Seekers ◽  
User Friendliness ◽  
Recruitment And Selection ◽  
Employer Attractiveness

The purpose of this paper is to gain insights into the subjective experience and perception of job seekers about the extensive use of social media as a source of recruitment and selection by the employers and its influence on the overall employer attractiveness. Four focus group interviews were conducted, audio-taped, transcribed, and analyzed by following the procedure of Interpretative Phenomenological Analysis (IPA) laid down by Smith and Osborn (2007). By employing IPA, the themes which emerged under the study are: ease of information; navigational usability and user friendliness; person-job fit and person-organization fit; reliability and timeliness; positive and cost effective marketing; value creation for the employers; and privacy concern. The present study posits to assist the human resource managers in formulating strategies pertaining to social media recruitment and selection so as to create an image of attractive employer. Although IPA has been predominantly used within health psychology, it has been uncommon in the recruitment literature so far. Since IPA is a phenomenological account of an individual’s personal experience and perception about an object or event, it allowed determining the richness of job seekers’ perception and the extent to which it is similar or different across each participant groups. Also, the current study is one of the pioneers in uncovering the perception of job seekers about social media recruitment and selection process in the Indian context.

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