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should employers use social media in the hiring process
critical analysis of social media on recruitment
impact of social media on hiring
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Literature Review
The firm’s efforts in promoting its image and brand inside the organization as well as outside the organization is represented by Employer branding. The distinct and clear image of the firm and its brand make firm valuable in market full of high potential and high performing talent. The leaders and senior executives have recently shown huge amount of interest in employer branding. The research carried out is related to the upcoming methodologies of employer branding. It focuses on shift in branding strategies from advertisements to the more practical and innovative ways similar to using social media as a source of branding. It also discusses relationship between organizational career management and employer branding and the correlation between different factors which leads to branding of the firm. The results show that the different factors related to branding of the firm especially at university level like growth opportunities, work-life balance, global exposure, pay-scale grid are not very much linked with each other, however they are responsible for creating the brand image in the applicants’ mind. (Backhaus & Tikoo, 2004)
The internal marketing concept specifies that an organization’s employees are its first market. Themes such as ‘internal advertising’ and ‘internal branding’ have recently entered the marketing lexicon. One component of internal marketing that is still underdeveloped is ‘employer branding’ and specifically ‘employer attractiveness‘. Employer attractiveness is defined as the envisioned benefits that a potential employee sees in working for a specific organization. It constitutes an important concept in knowledge intensive contexts where attracting employees with superior skills and knowledge...
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Nigel Wright Recruitment Report (http://www.nigelwright.com/Assets/Documents/TheImpactofSocialMediaonRecruitment.pdf)
Pierre Berthon, Michael Ewing, & Li Lian Hah, (2005). Captivating company: dimensions of attractiveness in employer branding. International Journal of Advertising, 24(2), pp. 151-172
Turban, D.B. (2001). Organizational attractiveness as an employer on college campuses: An examination of the applicant population. Journal of Vocational Behavior, 58, 293-312
Williamson, I.O., King Jr. J.E., Lepak, D., & Sarma, A. (2010). Firm Reputation, Recruitment Web Sites, and Attracting Applicants. Human Resource Management, Vol. 49, No. 4, pp. 669-687
Yüksel, C.A., & Tüzüner, V.L. (2009). Segmenting Potential Employees According To Firms’ Employer Attractiveness Dimensions in the Employer Branding Concept. Journal of Academic Research in Economics, pp. 47-62
Recruitment and selection impacts the success of every organization. Organizations with effective recruiting and selection result in positive outcomes that affects the products and services, and the perception of the organization. Having the right people for the job will increase profits and decrease costly turnovers. Even though organizations are operating in uncertain times, focusing on staying committed, and making certain they have the best talent will ensure future success. The bottom line of the organization will be impacted by setting a clear direction that employees can get behind, and making sure the right people are hired for the right job.
Another very important facet to HR recruiting should include a proactive approach to developing these internal candidates through mentorships and employees who are taking business and management courses that the company reimburses cost. Employees who take the initiative to take classes are internally motivated to advance within the company and in this case it is clear that CompTech has not taken full advantage of these internal candidates. One other aspect is that the HR managers are not all in one accord working together and are being maligned by the district managers who want external hires over their internal candidates. To this end, it is clear that for this company to get recruiting and hiring cost under control there should be a more structured approach that curtails expensive advertising practices. Additionally, it is important to develop more internal candidates through mentorships where proficient assistant managers are engaged in a processes known as a fast track model. Once these assistant managers complete this mentoring process they should be interviewed and back fill the company’s needs for store
Recruitment questions for large operational startups include, what are the jobs, how is the employment market today, what is our competition locally providing, how can we get the best talent and finally how to do we retain them. The challenge for the Borgata was multi-faceted, a tight labor market in the surrounding area, a small local population of 40,517 of which only 63% where capable of working and the need for 5000 workers to staff the hotel in short time. (US Census Bureau. 2012). To compound the challenge the quality expectation was high, the “best of best” was required. Once applicants were enticed to apply and applications were received, the question became how do quickly identify the candidates to a manageable qualified number? How do we ensure the interview time is appropriate and effective for unto a hundred different job descriptions? To begin this monumental task of recruiting applicants, screening quickly for the appropriate criteria research must be conducted. Development of strategic hiring plans, tasks assigned to appropriate individuals and accurately executed with a c...
Turban, D. B., & Greening, D. W. (1997). Corporate Social Performance And Organizational Attractiveness To Prospective Employees. Academy of Management Journal, 40(3), 658–672. doi:10.2307/257057
In relation to this case, Target Corporation depicts a brand personality among its target audience. Target Corp. is considered as the retail store that caters to the younger and more educated and well-off clientele as to compare with its rival. In a survey conducted, Target Corp. shoppers fall on a 46 years old age median, mostly female, have children at home, and attended or completed college (Target Corporate Facts, 2006). Thus, the target market is perceived to be sophisticated. However, with the corporate values the corporation applies, the brand personality serves as one of its distinguishing pro.
In 1997, Aker defined brand personality as “The set of human characteristics associated with a brand.” (Aker, 1997).
When employers seek new employees, they have a variety of external recruiting methods available from which to choose. The method chosen may depend on such factors as budget, desired applicant characteristics, and type of access to potential employees in the labor market. Recruiting decisions should also consider each method’s potential for adverse impact against certain groups of employees. Adverse impact in employee recruitment or selection occurs when a hiring practice intentionally or unintentionally discriminates against a protected group (CSU-Global, 2013). To decrease the likelihood of adverse impact, employers should proactively engage in recruiting activities designed to reach a broad range of potential job applicants.
[5] Nandan, S. (2005) An exploration of the brand identity-brand image linkage: A communications perspective, Brand Management. (pp 264 – 278)
Roberson, Q. M., Collins, C. J. & Oreg, S. (2005). The effects of recruitment message specificity on applicant attraction to organizations. Journal of Business and Psychology, 19 (3), 319-339).
A commonality among Fortune 500 companies is they can be recognized by their corporate brands and product brands. Branding offers companies an edge over the competition and provides advantages to both the company and the customer. Ferrell and Hartline (2014) identified the advantages of branding as:
Hiring an individual is simple, but getting the right individual takes a lot of effort and this makes a big distinction. The finest workforce gets the work done, they are bliss to supervise and assist the organization’s development. Recruitment focusing on merely employing warm bodies could result in headaches and unexpected setbacks. Sudden hire might need hours of management and time used up in control, retraining in addition to terminat...
According to this, it is obvious that the objective of marketing is to satisfy demand of customers by those ‘individual and organizational activities’ like promotion or pricing of goods, which are all just means to achieve that. Additionally, organizations could stand out from their competitors once they meet the needs of customers better than others. Thus, it can be said that the successful marketing is to provide competitive advantages for organizations by doing better in satisfying customers’ desires through products and other marketing activities.
In the corporate world, Good name or Image is seen as a major element of an organization’s attribution alongside and included in financial performance and innovation. Image is the perception of constituencies on how an organization actually presents itself (Van Riel, 1995) in front of its audience. Literature says corporate image plays a crucial role to generate loyalty among consumers. Other than corporate image, service quality and customer satisfaction are also viewed as key drivers of customer loyalty (Lai et al., 2009) and research generally tends to consider the links
Similarly, Pérez & Rodríguez del Bosque (2012) defines the definition of corporate identity as the illustration of the visual image perspective. Other authors followed this approach consider
Organisations spend a lot of time and money working on their image, staff in organisations should know that everything they do is marketing for the organisation, for example; every email they send, every phone call they take, every time they interact with a client or customer. Organisations also spend a lot of time and money recruiting and training the right kind of people to project the right kind of image.