Human Resources Management Commons^™

The Efficacy Of Using Virtual Reality For Job Interviews And Its Effects On Mitigating Discrimination, David M. Cook, Rico Beti, Faris Al-Khatib

Dr. David M Cook

Missing Links: Referrer Behavior And Job Segregation (Appendix), Brian Rubineau, Roberto Fernandez

Brian Rubineau

No abstract provided.

Missing Links: Referrer Behavior And Job Segregation, Brian Rubineau, Roberto Fernandez

Brian Rubineau

The importance of networks in labor markets is well-known, and their job segregating effects in organizations taken as granted. Conventional wisdom attributes this segregation to the homophilous nature of contact networks, and leaves little role for organizational influences. But employee referrals are necessarily initiated within a firm by employee referrers subject to organizational policies. We build theory regarding the role of referrers in the segregating effects of network recruitment. Using mathematical and computational models, we investigate how empirically-documented referrer behaviors affect job segregation. We show that referrer behaviors can segregate jobs beyond the effects of homophilous network recruitment. Further, and …

The Education Reform Movement And The Realities Of Collective Bargaining, Robert E. Doherty, David B. Lipsky

David B Lipsky

[Excerpt] The response to what many believe to be a serious decline in educational achievement and standards has been, so far, a spate of studies, commissions, and reports, all aiming toward reform of the education system. Most of the recommendations that have been implemented to date have come about through state-level legislation and mandates (Darling-Hammond and Berry, 1988). Education reformers disagree on the role of teacher bargaining in achieving their objectives. One wing of the reform movement believes collective bargaining is an obstacle to change and maintains collective bargaining is one reason the schools are in bad shape. But another …

Recruitment And Selection, Christopher J. Collins, Rebecca R. Kehoe

Christopher J Collins

[Excerpt] In this chapter, we look to address the second issue by developing a theoretical model of the link between different staffing systems and firm-level performance. We first look to existing theory on organizational design and structure to better understand the role of recruitment and selection. Specifically, we argue that organizations are structured into unique subunits of employees based on the equivocality of available information in their jobs and the resulting need for organizational rationality or openness. Drawing on existing empirical work on strategic human resource management, we argue that unique systems of recruitment and selection practices are necessary to …

Initial Organizational Images And Recruitment: A Within-Subjects Investigation Of The Factors Affecting Job Choices, Christopher J. Collins, Cynthia Kay Stevens

Christopher J Collins

[Excerpt] The purpose of this study was to examine the dimensions, influenceability, and consequences of applicants’ images of prospective employers early in the recruitment and job search process. Specifically, we examined three questions: (1) On what dimensions do applicants assess organizational images early in their job searches? (2) Which recruitment practices contribute to applicants’ organizational images? (3) How do organizational images influence applicants’ decisions to apply to organizations?

The Effects Of Recruitment Message Specificity On Applicant Attraction To Organizations, Quinetta M. Roberson, Christopher J. Collins, Shaul Oreg

Christopher J Collins

We used the elaboration likelihood model from marketing research to explain and examine how recruitment message specificity influences job seeker attraction to organizations. Using an experimental design and data from 171 college-level job seekers, the results showed that detailed recruitment messages led to enhanced perceptions of organization attributes and person-organization fit. Perceptions of fit were found to mediate the relationship between message specificity and intention to apply to the organization. In addition, perceptions of organization attributes and person-organization fit were found to influence intentions to apply under circumstances of explicit recruitment information while attractiveness and fit perceptions were shown to …

Organizational Recruitment: Enhancing The Intersection Of Research And Practice, M. Susan Taylor, Christopher J. Collins

Christopher J Collins

[Excerpt] How have recruitment practices changed in response to the tight labor market pressures? A few brief examples will suffice for the present. Cisco Systems, a rapidly growing California-based networking firm, has replaced virtually all of its prior recruitment advertising (for example, newspaper, radio, etc.) with the Internet-based recruiting programs that are specially targeted to the desired applicant population. Based on their own market research that most job-related web entries are received from employed candidates searching the Internet during work hours, Cisco provides job browsers easy to access fake computer screens in case a boss or co-worker enters the room …

The Interactive Effects Of Recruitment Practices And Product Awareness On Job Seekers’ Employer Knowledge And Application Behaviors, Christopher J. Collins

Christopher J Collins

In this paper, I draw on research from the literatures on marketing and recruitment to identify how recruitment practices and company product awareness are related to job seekers’ application behaviors through three aspects of job seekers’ employer knowledge. Based on results from a within-subjects design with data from 123 recruiting companies and 456 student job seekers, my findings suggested the relationships between recruitment strategies and application intentions and decisions are moderated by product awareness. Specifically, low-information recruitment practices are significantly and positively related to application behaviors through employer familiarity and employer reputation when product awareness is low rather than high. …

Exploring Applicant Pool Quantity And Quality: The Effects Of Early Recruitment Practice Strategies, Corporate Advertising, And Firm Reputation, Christopher J. Collins, Jian Han

Christopher J Collins

Drawing on marketing and recruitment theory, we examined relationships between early recruitment practices, organizational factors, and organization-level recruitment outcomes, predicting that low-involvement recruitment practices, high-involvement recruitment practices, corporate advertising, and firm reputation would positively affect the quantity and quality of organizations’ applicant pools. We also predicted that corporate advertising and firm reputation would moderate the effects of the two recruitment strategies. Data for 99 organizations collected from multiple sources provided some evidence that early recruitment practices, corporate advertising, and firm reputation each had direct effects on applicant pool quantity and quality. More importantly, we found that low-involvement recruitment practices were …

Changing An Unfavorable Employment Reputation: A Longitudinal Examination, Adam M. Kanar, Christopher J. Collins, Bradford S. Bell

Bradford S Bell

Although a favorable employment reputation plays an important role in generating a large and qualified pool of job applicants for an organization (Rynes & Cable, 2003), little research has investigated whether organizations can improve applicants’ existing unfavorable employment reputation perceptions. Results from a four-week longitudinal experiment using 222 student job seekers revealed that participants’ employment reputation perceptions improved after exposure to recruitment practices and followed diminishing returns trajectories over time. High information recruitment practices (e.g., personal communication from a recruiter) from both single and multiple sources were more effective for changing unfavorable employment reputation perceptions than repeated mere exposure to …

How Does Unfavorable Information Impact Job Seekers’ Organizational Attraction?, Adam M. Kanar, Christopher J. Collins, Bradford S. Bell

Bradford S Bell

Prior research has been inconclusive regarding the effects of unfavorable information on job search outcomes, particularly during the initial stage of job search and recruitment. In this study, we investigated the effects of unfavorable organizational information on applicant attraction using an experimental study with active university job seekers (n = 202). Exposure to unfavorable information had a substantially greater impact on applicant attraction than exposure to favorable information and the significant effect size difference persisted one week after exposure. In addition, job seekers who were exposed to unfavorable information freely recalled more overall evaluations of the organization than job seekers …

Transitional Leadership In The Defence And Aerospace Industry: A Critical Analysis For Recruiting And Developing Talent, Maurice Dawson, Emad Rahim

Maurice Dawson

This article proposes a framework to create effective transitional leadership in the defence and aerospace industry. The proposed framework identifies and maps traits and skills of military personnel in a manner that can be tested and validated in accordance with principles of human resource management. Applying this framework would assist hiring managers in their selection of program or project managers from the military in transition to a defence contractor support organisation. Employing a research approach embracing a mix of both qualitative and quantitative strategies, the study examined more than 50 respondents to a 34-question survey, focusing on 14 respondents who …

An Ethnographic Study Of The Media Consumption Habits Of Registered Nurses In The Chicago Designated Market Area (Dma), Sherri L. Ter Molen

Sherri L. Ter Molen

Because there has been a nursing shortage for the past decade and because the competition between employers for experienced registered nurses is fierce, I utilized archival quantitative data from a syndicated advertising database known as The Media Audit, quantitative data I collected from 100 surveys, qualitative data that I collected from 15 interviews, and qualitative data that I collected during 20 hours of observations in hospital cafeterias and nearby restaurants to discover how RNs use media, whether or not they share these media as an occupational co-culture, & their attitudes toward recruitment advertising in these media. This study draws upon …

The Recruitment And Retention Of Nonprofit Employees, Susan R. Madsen, Melissa Swasey

Susan R. Madsen

Employee turnover has become a serious management challenge in the nonprofit sector. In addition to agencies needing to continue to offer basic services sometimes without qualified employees, high turnover can damage the morale of employees who remain. Hence, we chose the topic of attracting and retaining qualified nonprofit employees in Utah County as a critical area for a research study.

2007 Report Of Recruitment And Retention Of Nonprofit Employees In Utah County, Susan R. Madsen

Susan R. Madsen

The primary purpose of this study was to determine the various elements influencing recruitment and retention of nonprofit employees within Utah County. We measured retention by asking questions in four primary categories: 1) willingness to stay; 2) length of plans to stay (how long the employee plans to stay); 3) job satisfaction; and 4) perceived job availabilities. We measured one element of recruiting by asking employees about their job referral method (i.e., how they heard about the job opening for their current position). This section (Section II) will only discuss findings among the five variables as they relate to each …

The Influence Of Value Perspectives On Prior Plans, Job Satisfaction, And Turnover Intentions In Nonprofit Agencies, Julie Hayden, Susan R. Madsen

Susan R. Madsen

Values are purported to have significant effects on organizational and employee functions. Understanding the link between work-related attitudes and behavior is an important issue that can provide essential insight for the selection of appropriate management practices. In particular, one study of voluntary service organizations (Macy, 2006) suggests that nonprofit organizations depend on personal values for motivation. Although there are many dimensions to values, this research focuses on the dimension of indivdiualism versus collectivism to the degree that it makes assumptions regarding the nature of work and the status of individuals. Tehre are three value perspectives that are the focus of …

What’S The Problem In Public Sector Workforce Recruitment? A Comparative Analysis Of The Public, Nonprofit, And Private Sectors., Brian Collins

Brian K. Collins

Public sector workforce recruitment is problematic, but the nature of that problem is not clearly defined. Workforce recruitment is essentially a matching problem that requires managers to recruit desired employees in available labor pools. This research asks whether sectoral differences and competition for labor affect whether public managers frame the major problem of workforce recruitment as the size, qualifications, or work ethic of the labor pool. Using survey data from about 2,300 managers from two US states, problem attributions are modeled using multinomial logit. The findings suggest that the public and nonprofit sectors find it more problematic to recruit qualified …