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Recruitment And Selection Process Essay

882 Words4 Pages

Recruiting top talents for the organization is one of the main outcomes of the recruitment process and especially the attraction stage; For instance, the issue of attraction either for recruitment or for the organization have received a significant attention in recent studies for its importance, as it can be considered as a competitive advantage for the organization (Cable & Turban, 2001; Gomes & Neves, 2010). However, existing body of research argued that organizational attractiveness could be measured as a main construct such as the study of Gomes & Neves (2010), as they indicated that organizational attractiveness fully mediates the relationship between organizational attributes and intention to apply to a job. Organizational attractiveness …show more content…

Branding was used in the first place to differentiate tangible products, but over years it has been applied to differentiate people and firms (Peter, 1999). Furthermore, employer brand construct is originated by Ambler & Barrow (1996), as they stated that focusing on the behaviors of the organization and its values is important for attracting and retaining employees and help organizations to be employer of choice (Sullivan, 2004). Consequently, it was argued by many scholars that employer brand highlights the characteristics of the organization within and outside the firm (e. g. Backaus & Tikoo, 2004; Berton et al., 2005; Chhabra & Sharma, 2011), and has a significant role in attracting employees. Also, Conference Board (2001) indicates that employer brand defines the identity of the firm as an employer; moreover, Ritson (2002) mentioned some advantages of having strong employer brand, such as, employee acquisition cost reduction, increased retention of employees , improving employee relations and organizational attraction (Davies, 2007; Mark & Toelken, …show more content…

This discourse is supported by several theoretical principles; for instance, this study will build its hypotheses from the principles of social identity theory and signaling theory. Social identity theory was proposed by Henri Tajfel & John Turner in 1979, which supports the relationship between employer brand and reputation and intention to apply to a job (Chhabra & Sharma, 2011). Moreover, this theory states that the self-concept of individuals is influenced by being member in social organizations (Tajfel, 1982), including the company where the employee works and work colleagues. Therefore, in order to maintain positive self-concept for individuals, they will be attracted to organizations which are perceived positively. Adding to that, based on social identity theory, Cable and Turban (2003) have indicated that organizational reputation could increase job applicants’ intention to apply and consequently accept the job offer (Liu,

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