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Social and Behavioral Sciences Commons™

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Public Relations and Advertising

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2012

Recruitment

Articles 1 - 2 of 2

Full-Text Articles in Social and Behavioral Sciences

College Admissions Use Of Social Media In Recruitment Marketing: A Literature Review & Strategic Plan For Western Michigan University's Office Of Admissions, Natalie Faculak May 2012

College Admissions Use Of Social Media In Recruitment Marketing: A Literature Review & Strategic Plan For Western Michigan University's Office Of Admissions, Natalie Faculak

Honors Theses

Social media technology is a rapidly growing communication phenomenon that digital natives, the generation of current 18-29 years old have embraced and revolutionized daily interactions. Social media technology is defined as “web-based and mobile applications that allow individuals and organizations to create, engage, and share new user-generated or existing content, in digital environment through multi-way communication” (Davis, Deil-Amen, Rios-Aguilar, & Gonzalez Canche, 2011). Emerging social networking sites such as Facebook and Twitter allow users to create and maintain relationships with family, friends, coworkers, and organizations. The “always connected” generation of digital natives expects constant communication and instantaneous access to information …

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The Effects Of Recruitment Message Specificity On Applicant Attraction To Organizations, Quinetta M. Roberson, Christopher J. Collins, Shaul Oreg May 2012

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 …

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