Academic literature on the topic 'Employer branding recruitment'
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Journal articles on the topic "Employer branding recruitment"
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Gupta, Bindiya, Shweta Mittal, and Vivek Mittal. "Employer branding and its relation with HR functions of employee recruitment and retention: A review of literature." Marketing Review 19, no. 1 (2019): 85–105. http://dx.doi.org/10.1362/146934719x15633618140792.
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The current recruitment scenario, which is highly dynamic and challenging, calls for the attention of academics and practitioners alike. Recently, several studies were conducted to understand the possible relationship between employer branding and employee retention (Gilani & Cunningham, 2017; Wilden, Gudergan, & Lings, 2010). In the present study, an attempt has been made to explore the impact of employer branding on employee recruitment and retention. A comprehensive literature review of previous studies on this topic was conducted, in an attempt to understand the influence of employer branding on each aspect of recruitment. For this purpose, concepts from signalling theory, person-organisation fit and social identity were considered. Careful analysis of previous studies reveals that employer branding has an impact on an organisation's ability, not only to recruit, but also to retain, desired employees. Further, the organisations which are able to successfully project their images as potential employers of choice are bound to reap benefits in the long run.
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Bagirathi, M., and Dr R. Magesh. "A Study on Employees Perception Factors on Employer Branding In Private Universities." GIS Business 14, no. 6 (2019): 432–37. http://dx.doi.org/10.26643/gis.v14i6.13573.
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Employer branding is the process of managing and influencing your reputation as an employer among job seekers, employees and key stakeholders. It encompasses everything you do to position your organization as an employer of choice. Employer branding is an interesting topic among entrepreneurs and researchers, as it is considered a new instrument for helping companies gain strategic advantage over their competitors .Determining the main components of positive employer branding perception in order to adequately manage it has become a real challenge. This study aims to investigate employer branding components of current employees. The data for the study has been gathered through a survey of 100 university employees of well-known information; Employer brand is an increasingly growing crucial topic that looms vast in the minds of huge human resources, recruitment and marketing. Employer branding is the latest and current trend in every organization today.
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Wilden, Ralf, Siegfried Gudergan, and Ian Lings. "Employer branding: strategic implications for staff recruitment." Journal of Marketing Management 26, no. 1-2 (2010): 56–73. http://dx.doi.org/10.1080/02672570903577091.
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Gilani, Hasan, and Shabana Jamshed. "An exploratory study on the impact of recruitment process outsourcing on employer branding of an organisation." Strategic Outsourcing: An International Journal 9, no. 3 (2016): 303–23. http://dx.doi.org/10.1108/so-08-2015-0020.
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Purpose This paper aims to focus on “Recruitment Process Outsourcing” (RPO) as a key element of improvement in corporate brand of organisation through using the talent and capabilities of employees. This research explores the linkages and interconnection between the concepts of RPO and its contribution towards the employer branding process. The review of the literature on RPO and employer branding identifies an emergence of conceptual framework based around outsourcing effectiveness and its impact on employer branding. Design/methodology/approach Exploratory research was carried out using case study analysis to give clear and deep understanding of the RPO and its impact on employer branding. This was conducted by using the semi-structured interviews with the HR and marketing managers using the qualitative method. The findings propose a conceptual framework which is representative for the organisations engaged in RPO. Findings The key findings include talented employees’ role in improving the brand image of any organisation; the development of customers’ perceptions through their attitude and behaviours; the reduction in the HR costs through RPO Services, the responsibility of the organisation taken by RPO which provides the chance for HR professionals and top management to focus on core activities; and the organisational care in selection of the RPO service provider as per their criteria. Research limitations/implications This research has been limited to assessing the impact of RPO on the employer branding of manufacturing organisations purely due to access issues. The research clearly establishes a good link between the operationalisation of RPO and its direct influences on an organisation’s employer branding through its outsourced employees. The research clearly highlights the importance of and the vital role played by the outsourced employees and how they need to be nurtured through a strong corporate culture and make them great brand ambassadors. Practical implications At the practical level, this study has several managerial implications, as the findings provide a good understanding of the concept of RPO and how it impacts the employer brands of the organisation. The research gives confidence to the HR managers and directors on the importance of outsourced staff members and the need to address the issues concerning the employee branding of an outsourced member of staff. The outcome of the research gives a conceptual model which represents the impact of an outsourced employee on the employer branding process of the organisation. This conceptual model highlights the many different factors that need to be addressed by a HR manager to keep consistency in employee branding of the organisation. Social implications The social implications of this research relate to the wellbeing and motivated staff members of an organisation, even though they do not work directly under the brand of the company they serve in. As mentioned in the research findings, the complications of the RPO process usually has drastic and serious impacts on employee attitudes and feelings when it comes to issues like change management, job satisfaction and the sense of belonging to the organisation. By addressing the different factors explored in the conceptual model of this research, an outsourced employee can feel equally motivated and belonging to the organisation they serve in, just as any other permanent member of staff who acts like an ideal brand ambassador for the employer branding of the organisation. Originality/value This research is original and adds value to the dynamics of RPO processes by exploring the impact of the process on employer branding of the organisation through its brand ambassadors. This research paves way for further research to be carried out within service organisations where employees play a vital role in being the brand ambassadors of their employer brands.
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Aslam, Summer, Cordelia Mason, Asma Zakria, and Mohd Farid. "Gender Perceptions: Employer Branding Through Attractiveness, Job Characteristics and Organizational Attributes." American Journal of Trade and Policy 3, no. 2 (2016): 47–52. http://dx.doi.org/10.18034/ajtp.v3i2.400.
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The novelty of employer branding is undeniable in HR practices. However, the pair studies are also found in employer branding with the perception of gender. A gender difference is said to occur when male and female react differently in perceptions. In Pakistan, human capital is an inadequacy in bank jobs and female less appearance in the sector creates more shortage of skilled employees. However, the results reported have given an insignificant difference between male and female in the perception of employer branding. Moreover, the gender disparity has no borders, so re-justification is an admirable in another region. Hence, a significant relationship exists between employer branding and intention to apply. Intention to apply is a central dealing with recruitment as appears with the wish for of submitting a job application. Furthermore, the wider applicant pool can achieve with employer branding. Employers can persuade to potential employees through attractiveness, unique organizational attributes and job characteristics. Concluded, banks in Pakistan can increase a wider applicant pool with the implementation of employer branding. Data Analysis was done by using SPSS and smart PLS. Future recommendations and implications are at the end.
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Erlinda, Fenti, and Rini Safitri. "THE RELATIONSHIP BETWEEN EMPLOYER BRANDING, CORPORATE REPUTATION, AND RECRUITMENT WEB ON INTENTION TO APPLY." Jurnal Ekonomi Syariah Teori dan Terapan 7, no. 8 (2020): 1572. http://dx.doi.org/10.20473/vol7iss20208pp1572-1583.
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Research on intention to apply has been done before. Some of the research that resulted in that the variables - variables that influence on intention to apply is employer branding , reputation of the company , the website recruitment , will be but the results of the study are contained inaccuracies which said that the reputation of the company and website recruitment no effect on intention to apply, so it needs to do research back to answer the formulation of the problems associated with the effect of employer branding, reputation of the company and website recruitment against intention to apply. The purpose of this study was to determine the effect of employer branding, company reputation, and website recruitment on intention to apply. The population in the study subjects was 102,290 people with a sample of respondents as many as 99 people. The method of determining the sample using simple random sampling method. Data collection in this study was carried out through observation, interviews, and questionnaires. The approach that is used in research this is the approach of quantitative, testing the hypothesis in research is using Partial Least Square (PLS) version 3.2.9. Results of the study show the employer branding and reputation of the company has influence positively and significantly to intention to apply, while the website recruitment has influence negatively and significantly against intention to apply.Keywords: employer branding, company reputation, website recruitment, intention to apply
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Kumari, Puja, Mili Dutta, and Manju Bhagat. "Employer Branding and its Role in Effective Recruitment." AIMS International Journal of Management 14, no. 2 (2020): 89. http://dx.doi.org/10.26573/2020.14.2.2.
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A.M. Abu Daqar, Mohannad, Ahmad K.A. Smoudy, and Milan Constantinovits. "Employer Branding: Creating a Sustainable Recruitment Plan in Large Corporates." Modern Applied Science 13, no. 8 (2019): 9. http://dx.doi.org/10.5539/mas.v13n8p9.
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The aim of this study is to attract talented employees by using non-traditional recruitment methods, such as online professional business networks. These methods should encourage potential employees to apply and join these companies. It also allows the company to position its image in its potential customers’ minds. Hence, this research contributes to how to position an image in potential employee’s minds and motivate them to be part of the company. The main objective of this study is to investigate how to maintain a continuous demand from potential employees; accomplished by providing an outline of a sustainable recruitment plan to be applied in the larger Palestinian corporates. 
 
 A questionnaire was distributed at employees and their HR managers at four large-scale corporations in West Bank, Palestine. The proposed models were analyzed on the basis of 100 responses related to four well-known large Palestinian corporates. The results indicate that 78.3% of the sample have a recruitment plan in their corporations. Moreover, most of the sample, over 50%, have job satisfaction. which can enhance and help corporations in building a good reputation. It also exploits its internal employees as a strategic marketing tool to build their real, good, and attractive employer branding. The study recommends that companies seriously consider their employees in their marketing strategy, similar to how they market their products and services. To accomplish this, they need to build a long-term relationship with employees in a way that affects the general profit of the corporate and assists the corporate to create and maintain the employer branding.
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Bagirathi, M., and Dr R. Magesh. "Effectiveness of Social Media Recruitment on Employer Branding -A Study." Restaurant Business 118, no. 5 (2019): 111–21. http://dx.doi.org/10.26643/rb.v118i5.7655.
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Social media is becoming increasingly more important in today’s world. It brings along offer and demand in accomplishment and choice. In addition to this it also gives employers the possibility to verify potential employers. This article presents associate wildcat investigation on the role of social networking sites in accomplishment. Social media is becoming increasingly more important in today’s world. It brings along offer and demand in achievement and choice. In addition to this it also gives employers the possibility to verify potential employers. This article presents Associate in nursing searching investigation on the role of social networking sites in achievement. Particularly Evolution of technology and the disruptive nature of social media in the twenty first century workplace is a central concern of this paper. The framework of exploring the perception that the use of social media for recruitment is devoid of any recruiter bias. The use of social media and its propensity to create a permanent digital record also raises interesting questions connected with the level at which individual’s experience a world in which constant digital surveillance has become the norm. This paper is focused on the usage of social networking sites. For human resources departments in the process of hiring new employees. It also maps the development and influence of social networking sites on recruiter’s behaviour and customs. The main aim is to find out, whether SNS will replace traditional online job boards in the current scenario.
 Our findings confirm the rising importance of social networking sites usage as a new recruiting technology. However, as a major player in the field of recruitment, job boards are still important. Social networking sites today can be seen as the most utilized services within Web 2.0, in which Facebook, Twitter, LinkedIn, and MySpace have attracted hundreds of millions of users which integrated these sites into their daily practices. Because of the large number of individuals active on SNS, it is also frequently used as a tool for promoting purposes within businesses. So has social networking sites already have proven to be an effective tool for the branding of products and services (Constantinides, 2010). Even more recently SNS is increasingly used as a tool for promoting the employer brand, referring to the image of desirability and uniqueness as an employer. Employer Branding messages including story telling for inspiring people. Employer branding content that fits the special interests of the focus group. Employer branding advertisements for reaching new people. The findings suggest that participants perceive social networking sites as important tools for communicating the employer brand. This study contributes to research project by providing new insights into the usages of social media as a communication tool for leader stigmatization.
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Bagirathi, M., and Dr R. Magesh. "Effectiveness of Social Media Recruitment on Employer Branding -A Study." Restaurant Business 118, no. 5 (2019): 111–21. http://dx.doi.org/10.26643/rb.v118i5.7656.
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Social media is becoming increasingly more important in today’s world. It brings along offer and demand in accomplishment and choice. In addition to this it also gives employers the possibility to verify potential employers. This article presents associate wildcat investigation on the role of social networking sites in accomplishment. Social media is becoming increasingly more important in today’s world. It brings along offer and demand in achievement and choice. In addition to this it also gives employers the possibility to verify potential employers. This article presents Associate in nursing searching investigation on the role of social networking sites in achievement. Particularly Evolution of technology and the disruptive nature of social media in the twenty first century workplace is a central concern of this paper. The framework of exploring the perception that the use of social media for recruitment is devoid of any recruiter bias. The use of social media and its propensity to create a permanent digital record also raises interesting questions connected with the level at which individual’s experience a world in which constant digital surveillance has become the norm. This paper is focused on the usage of social networking sites. For human resources departments in the process of hiring new employees. It also maps the development and influence of social networking sites on recruiter’s behaviour and customs. The main aim is to find out, whether SNS will replace traditional online job boards in the current scenario.
 Our findings confirm the rising importance of social networking sites usage as a new recruiting technology. However, as a major player in the field of recruitment, job boards are still important. Social networking sites today can be seen as the most utilized services within Web 2.0, in which Facebook, Twitter, LinkedIn, and MySpace have attracted hundreds of millions of users which integrated these sites into their daily practices. Because of the large number of individuals active on SNS, it is also frequently used as a tool for promoting purposes within businesses. So has social networking sites already have proven to be an effective tool for the branding of products and services (Constantinides, 2010). Even more recently SNS is increasingly used as a tool for promoting the employer brand, referring to the image of desirability and uniqueness as an employer. Employer Branding messages including story telling for inspiring people. Employer branding content that fits the special interests of the focus group. Employer branding advertisements for reaching new people. The findings suggest that participants perceive social networking sites as important tools for communicating the employer brand. This study contributes to research project by providing new insights into the usages of social media as a communication tool for leader stigmatization.
Dissertations / Theses on the topic "Employer branding recruitment"
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Macioschek, Andreas, and Robin Katoen. "Employer Branding and Talent-Relationship-Management : Improving the Organizational Recruitment Approach." Thesis, Umeå University, Umeå School of Business, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-1177.
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<p>In todays business environment there is an increasing recognition that human resources are a valuable asset to distinguish a company from its competitors. This tendency, in combination with increasing job mobility among employees and an ongoing demographic change, has turned the labour market into a competitive arena.</p><p>Employer Branding and Talent-Relationship-Management are two fairly new concepts in the area of Human Resource Management, which have the aim to differentiate companies on the labour market and to support them effectively in their endeavour to approach, acquire and retain the most talented employees.</p><p>In this study, the internal and external determinants, which form an appealing employer brand are investigated. A conceptual framework is first constructed and later modified in the lights of the empirical findings gained through four conducted interviews with four large organizations. In contrast, a deeper insight in the prioritisation of different TRM elements is gained by means of a quantitative study among university graduates and international scholarship holders.</p><p>The major findings outline that there is a continuous challenge in creating a level of consistency in favour of a credible employer brand message. Furthermore, it becomes apparent that a change or adoption of the employer brand in the short-term is difficult due to the culture and values of the respective organization. In addition, the employer brand plays an important role in preventing unplanned impulses, which result out of negative impacts from the business environment.</p><p>The comparison of the major findings among the different groups within the quantitative study shows that the instruments ‘Information about vacancies’, ‘Scholarship’, ‘Company Workshops’ as well as ‘Exclusive Information’ are among the most valued ones in comparison with ‘Periodical Services’, ‘Personalized Websites’ or ‘Giveaways’, which most respondents do not perceive as interesting.</p>
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Axelsson, Åsa, and Anna Granstig. "Employer Branding : Ett gränsöverskridande varumärkesarbete." Thesis, Linköping University, Department of Management and Economics, 2004. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-2407.
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<p>Bakgrund: Denna uppsats handlar om hur företag ska kunna attrahera framtida kompetens med en ny varumärkesstrategi. ”Employer Branding” är namnet på denna strategi och beskrivs av konsulter som ett medel för företag att via en genomtänkt varumärkesstrategi profilera företaget på kompetensmarknaden. Grunderna i en Employer Branding-strategi innefattar följande aspekter: att kunna attrahera och behålla den bästa kompetensen samt att ena företaget kring sin vision och kultur. Vi har i denna uppsats undersökt och definierat vad en Employer Branding-strategi innebär och hur begreppet kan ställas i relation till existerande teorier. Vidare har vi genom intervjuer på Ericsson, VolvoCars och SAS utrett vilka krav en Employer Brandingstrategi ställer på företaget och dess varumärkeshantering. </p><p>Syfte: Att definiera och teoretiskt relatera Employer Branding till varumärkesforskning, samt analysera vilka krav Employer Branding ställerpå företags varumärkeshantering. </p><p>Genomförande: Vi har valt att genomföra en empirisk studie där erhållna kunskaper grundats på information från intervjuer i och observationer av verkligheten. I vår förstudie sökte vi information i syfte att definiera vad Employer Branding är (del 1, kap 1-5). Studien har till stor del varit ur ett marknadsperspektiv och av explorativ art då "fenomenet" är relativt okänt. Vi valde att först intervjua konsulter som var kunniga inom Employer Branding, för att kunna göra en empirisk begreppsbildning. Utifrån denna nya kunskap samlade vi in befintliga teorier som vi ansåg kunna sättas i relation till Employer Branding. För att förstå vilka krav som Employer Branding ställer på varumärkeshanteringen på företag har vi valt att intervjua tre stora svenska arbetsgivare utifrån två perspektiv på företagen, utifrån Human Resource- och utifrån varumärkes/marknadsföringsperspektiv. Uppsatsen har därmed två empiriska målsättningar. Till begreppsbildningen, del 1 var huvudsyftet att definiera vad Employer Branding är och i uppsatsens andra del (kapitel 6-8) att undersöka vilka krav Employer Branding ställer på företags varumärkeshantering. </p><p>Resultat: Employer Branding är en marknadsföringsstrategi som beskriver hur företaget kan profileras som arbetsgivare mot arbetsmarknaden, för att skapa en tydlig arbetsgivarimage. Detta i syfte att skapa konkurrensfördelar som arbetsgivare. Målsättningen är att attrahera och behålla rätt kompetens samt att internt förena företaget i en vision kring varumärket, ett Employer Brand. Det nya med begreppet Employer Branding är inte dess beståndsdelar utan hur strategin frammanar en ny kombination av teorier, tankesätt och arbetssätt för att skapa ett helhetsperspektiv och intern konsensus gällande varumärket, och att skapa en trovärdig arbetsgivarimage gentemot arbetsmarknaden. Strategin syftar därmed till att skapa ett långsiktigt relationsbyggande med arbetsmarknaden och företaget får ett affärsmål och en vision kring hur det ska nå ut med sitt rekryteringsbudskap till arbetsmarknaden och sina anställda över konjunkturer.</p>
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Strnad, Martin. "Employer Branding; influencing student perception by campus management activities." Master's thesis, Vysoká škola ekonomická v Praze, 2012. http://www.nusl.cz/ntk/nusl-142100.
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The target of this thesis was to define the concept of employer branding and its relation to campus management, the activities companies do in order to attract students and promote themselves as quality employers. The theoretical research captures the marketing essence of branding and further develops it into the employer branding framework. Further research focussed on possible campus management activities. In the practical part the popularity and effectiveness of the activities were tested through several student surveys, expert interviews and own experience of the author. The result forms a basis for a recommendation of campus management strategy adjustment.
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Söderström, Isabella. "Kandidatupplevelse – en aktiv del i employer brand : Kandidatupplevelse som employer branding aktivitet." Thesis, Högskolan Dalarna, Personal och arbetsliv, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:du-34429.
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Syftet för denna studie är att undersöka hur kandidaters upplevelse kan påverkas av interaktion med rekryterande chefer och rekryteringsprocessens olika delar. Likväl skapa en förståelse för den sammanställda kandidatupplevelsens inverkan på en organisations employer brand. Teoretiskt sett påverkas kandidatupplevelsen av faktorer som; processlängd, ansökningssätt, kommunikation, transparens samt engagemang visat gentemot kandidaten. För studien skapades ”Den kombinerade modellen” (Söderström, 2020), vilken inspirerades av Miles och McCayme (2018) samt Xie et al. (2015) tidigare forskning om ämnet kandidatupplevelse och employer brand. En kvalitativ metodologi användes, med ett hermeneutiskt perspektiv och abduktivt slutledningssätt. Sex intervjuer genomfördes, varav med tre chefsrespondenter och tre kandidatrespondenter, via video- och telefonsamtal. Organisatoriska attribut och Social identitetskongruens visade sig spela en stor roll i detta arbete. Eftersom det i studiens resultat kunde utläsas att kandidatrespondenterna utvärderade och jämförde sina karaktärsdrag med organisationens. Huruvida de kunde se en överensstämmelse eller inte påverkade sedan deras beslut om att ansöka tjänsten och accepterandet av ett potentiellt erbjudande. Som ett resultat av den analyserade empirin reviderades den tidigare modellen och den ”Nya kombinerade modellen” (Söderström, 2020) presenterades. Den nya modellen illustrerar när i rekryteringsprocessen som de tre komponenterna för social identitet initieras, vilket är ett unikt fynd för denna studie då det i tidigare forskning inte var specificerat. Slutsatsen för denna studie är att en interaktion mellan chefer och ansökande visade sig ha en positiv inverkan på deras emotionella anknytning till arbetsgivaren, samtidigt som det hjälpte dem i utvärderandet av ett potentiellt medlemskap. Detta bidrog separat till den totala kandidatupplevelsen, jämte de attityder som skapats mot arbetsgivaren. Denna upplevelse visades sedan att spridas vidare genom privata nätverk och beroende på om den var positiv eller negativ påverkar en organisations employer brand och framtida rekryteringar. Detta då resultaten påvisade att organisationsrykte påverkade deras val av arbetsgivare att interagera med samt att de delade sin upplevelse med sin närhet.<br>The purpose of this study is to investigate how candidates’ experiences can be affected by the interaction with recruiting managers and the different parts of the recruitment process. Also, to create an understanding of the concluded candidate experience influence the organization’s employer brand. Theoretically candidate experience is influenced by factors such as process length, application means, communication, as well as transparency and commitment shown towards the candidates. For this study ”The combined model” (Söderström, 2020) was created, inspired by the work of Miles and McCayme (2018) and Xie, Meland and Bagozzi (2015) regarding the phenomenon that is candidate experience and employer brand. A qualitative methodology was used with a hermeneutic perspective and abductive approach. Six interviews occurred whereof three manager respondents and three candidate respondents, via video- and phone calls. Organizational attributes and social identity congruence played a big role in the study, as it was shown by its result that the candidate respondents evaluated and compared an organization’s characteristics to their own. Whether they could relate to the employer or not influenced the decision to apply for the job and accepting a potential offer. As a result of analysed material, the earlier model was readjusted and the “New combined model” (Söderström, 2020) was presented. The new model illustrates where the components of social identity first are initiated during the recruitment process, which is a unique finding for this study because earlier research does not specify the matter. The conclusion of this study is that the interaction between managers and candidates was shown to have a positive influence on their emotional connection to the employer, as it simultaneously aids them in the evaluation of a potential membership of the group. This contributes separately to the total candidate experience accompanied by the attitudes towards the employer. Their experience was later shown to disperse via private networks and depending on whether it was a positive or negative experience affect the organization’s employer brand and future recruitments. Thus, because the results proved that company reputation influenced their choices of employers to interact with and that they shared their experience with their environment.
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Persson, Anna-Greta, and Rebekah Pearson-Nelson. "The Development of an Employer Brand for a Growing IT Company : Using organizational culture to understand retention and attraction as aspects of Employer Branding." Thesis, Linköpings universitet, Institutionen för beteendevetenskap och lärande, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-93666.
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As the market for talent becomes more competitive it is important to create a comprehensive employer brand (EB). A comprehensive EB ensures that organizations will get the most out of the resources they spend. EB can be seen in many aspects and context. Organizational culture provides an important framework as it includes the collective thoughts, ideas and assumptions within a group and was therefore chosen as the analytical context. Two important aspects within EB that is highlighted in this study is; retention and attraction. The aim of this thesis was to investigate how a company that is about to create a strategy for employer branding reasons around the usage of an EB as well as which opportunities and challenges both managers, employees and thesis students face within the areas of attraction and retention. The authors chose a case study to gain a deeper understanding from both an employee and an employer perspective. The case study company is in IT and is rapidly growing which created a need for an employer brand. The data is from managers, employees and students. The students refer to a group of thesis students at the company. This group was added to increase understanding for attraction. The method section provides combined data sets including interviews, a survey, a previous study of organizational values, a review of formal company documents and informal meetings with field notes. The data was then analyzed within the analytical context culture and the two aspects retention and attraction. The data is then discussed and compared with the literature, explaining similarities and differences from the results. The first two research questions were answered by describing the organization from different points of view; management, employees and students. The third research question investigated what opportunities and challenges existed to develop an EB from the two perspectives with regard to the three areas; culture, retention and attraction. The different office locations had different cultures with a mutual customer focus. The thesis found that the unclear vision, mission and goals created different directions and messages for potential employees. The compensation and benefits package is appreciated but the most important factor for case company employees are “inspiring coworkers”. The employees also appreciate varied and challenging work tasks together with flexibility and work life balance. The authors found that the talent managers were not held accountable for company guidelines regarding career plans as most employees had little or no career plan.
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Blomqvist, Malin, and Myran Ekström. "Keeping up to date : Incorporating social network sites and employer branding in recruitment processes." Thesis, Umeå universitet, Företagsekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-124032.
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The use of social network sites (SNSs), such as Facebook and LinkedIn, by both organizations and the Swedish population is increasing. Previous publications in this research field lack empirical reinforcement and the empirical research that has been published often suggest a connection between recruitment via SNSs and employer branding. However, this connection has not yet been elaborated on or explained by previous research. Furthermore, both these research fields lack the insight of empirical studies conducted from a managerial point of view. The objective of this study is to contribute to these research fields by providing a holistic understanding about employer branding and SNSs role in recruitment processes from a managerial perspective. The recruitment process includes all activities from the origin of a vacant position to employing an applicant. To gain insight into this perspective, a qualitative study was conducted with the methodological stances constructionism and interpretivism. HR-managers at eight organizations with 200 employees or more located in the northern part of Sweden were interviewed. A thematic analysis, in line with the research approach with inductive characteristics, was used to analyze the qualitative data collected from conducting semi- structured interviews. The themes are based on regularly discussed aspects found in the empirical data. These themes are: “Employer Branding”, “Benefits“, “Barriers”, “Communication Channels” and “Implementation”. The fundamental aspect of succeeding with implementing SNSs as a recruitment tool was found to be a supportive management. This resulted in a framework being developed that describes necessary actions to take into consideration by the management to successfully implement SNSs as a recruitment tool. It was found that employer branding is closely interlinked with the attraction stage of a SNS recruitment process. Therefore, the framework also incorporates the findings regarding the benefits that a strong employer brand will have on the SNS recruitment process. This study provides theoretical insight of how SNSs are used to strengthen the employer brand in recruitment processes. The study also concluded that the interviewed organizations are in the early stages of implementing employer branding and SNSs in organizational contexts. The managerial perspective also provides an important theoretical contribution. Practical contributions include inspiration for how to design strategies to implement SNSs as a recruitment tool and an insight as to why it is important to adopt such strategies.
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Manoraj, Pettersson Sara, and Stina Mattsson. "Hur gör kommuner för att attrahera och behålla kompetens? : En kvalitativ studie av kommuners arbete med employer branding." Thesis, Högskolan i Jönköping, Högskolan för lärande och kommunikation, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-44430.
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Employer branding är ett omfattande begrepp som används i många organisationer. Syftet med denna studie är att beskriva hur kommuner använde sig av employer branding utifrån att behålla och attrahera kompetens. Genom en kvalitativ semistrukturerad intervju med 20 frågor som utformades utifrån vår teoretiska referensram, samlades data in från fem olika HR befattningar i varierande åldrar och kön från 5 kommuner. Dessa kommuner låg i samma geografiska område. Vi gjorde intervjuerna på plats förutom från en respondent som gjordes på Skype. Efter intervjuerna så analyserades data med hjälp av vår teoretiska referensram. Genom empirin identifierades teman som utgick employer branding för att attrahera och behålla kompetens. Samt utmaningar som finns i kommunerna och hur dessa hanteras genom employer branding. Därefter kunde kategorier urskiljas utifrån temat hur kommuner använder sig av employer branding, vilket var varumärken, extern och intern branding. Utifrån det andra temat utmaningar kunde kategorierna urskilja ett rekryteringsbehov utifrån demografi, fördomar gentemot offentlig verksamhet och problematiken att attrahera unga och nyutexaminerade.Genom den empiriska analysen och slutsatsen visade sig att kommunerna använde sig av exponering i fysisk form och på digitala plattformar för en extern employer branding. Genom att få sin personal att trivas, införa ambassadörskap i organisationen och använda aspekter ur talent management som kompetensutveckling, så användes intern employer branding. Utmaningarna hos kommunerna var att kunna informera externt och internt om hur offentlig verksamhet arbetar, attrahera mer unga genom incitament och olika plattformar samt hitta tillvägagångssätt för att få människor att arbeta heltid istället för deltid.<br>Employer branding is a comprehensive concept used in many organizations. The purpose of this study is to describe how municipalities used employer branding to retain and attract competence. This was done through a qualitative semi-structured interview with 20 questions. The questions were designed based on our theoretical frame of reference. The data was collected from five different HR positions in varying ages and gender, originated from five different municipalities. These municipalities were in the same geographical area. The interviews was made in person apart from one interview which was done on Skype. After the interviews, the data was analysed using our theoretical frame of reference. Through empirics, themes were identified that were based on the koncept employer branding to attract and retain skills and what challenges exists and how they are handled through employer branding. Subsequently, categories could be distinguished based on the theme how municipalities use employer branding, which was branding, external and internal branding. Based on the second theme challenges, the categories were able to distinguish a need for recruitment based on demographics, prejudices against public activities and to attract young and new graduates.Through the empirical analysis and conclusion, it turned out that the municipalities used exposure in physical form and on digital platforms for an external employer branding. By getting their employees thriving, introducing ambassadorship in the organization and using aspects from talent management as competence development, internal employer branding was used. The challenges faced by the municipalities and how they are handled through employer branding were to inform externally and internally about how public activities work, attract more young people through incentives and different platforms and find ways of getting people to work full time instead of part-time.
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Nilsson, Isabella, and Mikaela Löjdqvist. "Recruiting Through the Grapevine : The relevance of employee referral programs within the field of employer branding." Thesis, Mälardalens högskola, Akademin för ekonomi, samhälle och teknik, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-32061.
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Abstract Title: Recruiting Through the Grapevine - The relevance of employee referral programs within the field of employer branding Date: 2016-06-03 Authors: Mikaela Löjdqvist & Isabella Nilsson Course: Bachelor Thesis in Business Administration (FOA214), 15 HP University: Mälardalen University Academia: School of Business, Society and Engineering Supervisor: Magnus Hoppe Examiner: Eva Maaninen-Olsson Co-assessor: Konstantin Lampou ____________________________________________________________________________ Research question: How do employee referral programs, as a part of the recruitment process, connect to the employer brand of a company? Purpose: Understanding the correlation and connection between the two concepts, employer branding and employee referral programs, may help companies recognize the importance of using such programs as a stable foundation of their recruitment process. Thus concurrently, identifying the consequences that the employer brand presents, has on the employees and their willingness to recommend. This leads to the purpose of this thesis, which is to examine the connection between employee referral programs and a company's employer brand. Methodology: Answering the purpose and research question was approached by using a mixed method, based on the qualitative and quantitative approaches. The qualitative method was used in the two semi-structured in-depth interviews, while the quantitative approach was used in construction and analysis of the survey. Both methods provide a foundation to strengthen the arguments not only for the results of the survey, but also for drawing conclusions when trying to answer the research question. By using a case company, a real-life understanding of how the connection between employer branding and the employee referral program correlates. Conclusion: A connection between employee referral programs and the employer brand can be denoted from the conducted research within the chosen case company. However, if this connection is true for all companies, needs to be further investigated. Keywords: employer branding, employee referral programs (ERP), employee value proposition (EVP), recruitment, staff-word-of-mouth (SWOM), word-of-mouth (WOM)
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Kindvall, Julia, and Frida Nilsson. "Employer branding - en uppsats om revisionsbyråers attraktionskraft mot generation Y." Thesis, Linnéuniversitetet, Institutionen för ekonomistyrning och logistik (ELO), 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-53145.
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Sammanfattning 4FE17E Examensarbete Redovisning 30hp, Civilekonomprogrammet, Ekonomihögskolan vid Linnéuniversitetet, VT 2016 Författare: Julia Kindvall & Frida Nilsson Handledare: Biträdande professor Timurs Umans Examinator: Docent Anna Stafsudd Titel: Employer branding – en uppsats om revisionsbyråers attraktionskraft mot generation Y. Bakgrund: Revisionspliktens avskaffande har medfört en högre konkurrens på marknaden för revisionsbyråer. Revisionsbyråerna måste därför hitta ett sätt att särskilja sig för att kunna attrahera de mest kompetenta medarbetarna. Generation Y är en ny generation på väg in på arbetsmarknaden, därför behöver revisionsbyråer vara medvetna om hur de ska använda sitt employer brand. Syfte: Syftet med uppsatsen är att förklara hur revisionsbyråernas externa och interna employer branding påverkar redovisningsstudenters samt revisorsassistenters, från generation Y, sannolikhet att ansöka samt stanna kvar. Metod: Underlaget till enkäterna samlades in genom en förstudie om hur revisionsbyråernas employer branding ser ut, genom intervjuer och mejlkonversationer med Big Four. För att mäta sannolikhet att ansöka samt stanna kvar utformades enkäter till redovisningsstudenter och revisorsassistenter. Uppsatsen tillämpar en kvantitativ metod och en deduktiv ansats. Slutsats: Uppsatsens resultat påvisar att det inte råder något samband mellan sannolikheten att ansöka samt stanna kvar, gentemot påverkan av revisionsbyråers employer branding, när det gäller aspekterna professionalitet, framgång eller etiska värderingar. Däremot påverkar inställning deras sannolikhet att ansöka samt stanna kvar.<br>Abstract School of Business and Economics at Linnaeus University Växjö, 4FE17E Master Thesis in Accounting 30 ECTS, Spring term 2016 Authors: Julia Kindvall & Frida Nilsson Supervisor: Postdoctoral Researcher Timurs Umans Examiner: Associate Professor Anna Stafsudd Title: Employer branding – A thesis about audit firms attractiveness against generation Y. Background: The Audit requirement abolished has resulted in higher competition in the market for audit firms. This means that they must find a way to differentiate themselves to attract the most competent employees. Since it is a new generation entering the labor market, accounting firms needs to be aware of how they use their employer brand. Purpose: The purpose in this paper is to explain how the audit firms external and internal employer branding affects the accounting students and auditor assistants, from generation Y, likelihood to apply and stay. Method: To gather data for the surveys a feasibility study was conducted on how the audit firms employer branding works through interviews and email conversations with the Big Four. To measure likelihood to apply and stay we designed questionnaires to accounting students and auditor assistants. The thesis applies a quantitative method and a deductive approach. Conclusion: The results of the thesis demonstrate that there is no correlation between the likelihood to apply and stay, and the influence of audit firms employer branding, when it comes to aspects of professionalism, success or ethical values. However, attitude affects their likelihood to apply and stay
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Palečková, Lucie. "Využití HR marketingu při procesu náboru zaměstnanců ve společnosti GE Aviation Czech." Master's thesis, Vysoká škola ekonomická v Praze, 2017. http://www.nusl.cz/ntk/nusl-359895.
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The purpose of this diploma thesis is to define HR Marketing strategy of GE Aviation Czech company. The objective is achieved by three conducted researches among company employees, students of technical high schools and universities and also by the monitoring of GE publicity and relevant competitors. The theoretical part is focused on the characteristics of HR Marketing background that is subsequently used in the analytical part of the thesis. The outcome of these conducted researches is the definition of such an activities and marketing channels that can significantly contribute to increasing the efficiency of the recruitment process of the company. The defined strategy includes also basic financial allocation of costs of the proposed activities. Some of the proposed actions have been already implemented; therefore the analytical part describes and evaluates the benefit of these marketing channels.
Books on the topic "Employer branding recruitment"
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Shaping Efficient Employer Branding Strategies To Target Generation Y A Crossnational Perspective On Recruitment Marketing. Peter Lang International Academic Publishers, 2013.
Find full textBook chapters on the topic "Employer branding recruitment"
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Aggerholm, Helle Kryger, and Sophie Esmann Andersen. "„Getting Social with Recruitment“: eine Fallstudie einer Rekrutierungskampagne in sozialen Medien im Web 3.0." In Stellenanzeigen als Instrument des Employer Branding in Europa. Springer Fachmedien Wiesbaden, 2017. http://dx.doi.org/10.1007/978-3-658-12719-0_12.
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Harold, Crystal M., and Kevin P. Nolan. "Employer Brand Image Review and Future Strategies." In Encyclopedia of Human Resources Information Systems. IGI Global, 2009. http://dx.doi.org/10.4018/978-1-59904-883-3.ch050.
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Researchers and human resource professionals alike are turning to the marketing literature to understand how to effectively “brand” organizations in an attempt to win the talent war. This chapter will review the history of employer brand image, present strategies for branding employers, and discuss future directions in employer branding research and practice. While there are many human resource practices that can influence the quality of human capital, one of the most important is recruitment (Barber, 1998; Terpstra & Rozell, 1993). With dramatic technological advancements over recent decades, however, the manner with which organizations approach recruitment has changed. E-recruitment has become an increasingly popular method to attract a larger pool of applicants. This is evidenced in the rise of online career search engines such as Monster.com or Careerbuilder.com, both widely used vehicles for advertising job openings and relaying pertinent information to job candidates. Technological advances and the rise in e-recruitment activities have also affected the ease with which applicants can acquire information about an organization. Access to organizational Web sites, Web logs, and other news media enable applicants to make judgments about an organization before ever having direct contact with an organizational representative.
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A, Ms Esther Zionia, and Dr Sathyapriya J. "Manchester of Talent Acquisition In-House Recruitment & Talent Pipeline." In Holistic Research Perspectives Vol.5. Centivens Institute of Innovative Research, 2020. http://dx.doi.org/10.47059/ciir/bp20002/05.
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In this ultra-modern world, everything has become modernized. Every sector has been updated including the IT sector, Education sector, and Non-IT sectors as well. Moreover, every employee in these sectors gets updated in their domain areas. However, most of the employees have become top-notch techno-geek and those employees choose the employer to work with. It is indispensable to create an attractive talent acquisition strategy to attract the righteous talented employee to get hired in an organization. There are so many talent acquisition methods like topnotch employer branding, intrapreneurship, in-house recruiting, talent pipeline, etc. This conceptual study intends to uncover the talent acquisition strategy such as inhouse recruiting and talent pipeline. Also, attempts to unearth the truth behind acquiring talent resources through in-house recruiting and talent pipeline. Furthermore, steps to set-up in-house recruiting, reasons to adopt in-house recruiting, possible ways to build a talent pipeline in an organization, and benefits of using talent pipeline in a process of talent acquisition.
Conference papers on the topic "Employer branding recruitment"
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Radzevičienė, Asta, and Aleksandra Sokolova. "EMPLOYER BRANDING AS RECRUITMENT AND RETENTION TOOL FOR THE UNIVERSITIES." In International Conference on Education and New Developments 2020. inScience Press, 2020. http://dx.doi.org/10.36315/2020end096.
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Moser, Kilian J., Andranik Tumasjan, and Isabell M. Welpe. "Is content king? Job seekers’ engagement with social media employer branding content." In CARMA 2016 - 1st International Conference on Advanced Research Methods and Analytics. Universitat Politècnica València, 2016. http://dx.doi.org/10.4995/carma2016.2016.3103.
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Abstract Increasing digitization and the emergence of social media have radically changed the recruitment landscape adding interactive digital platforms to traditional means of employer communication. Removing barriers of distance and timing, social media enable firms to continue their efforts of promoting their employment brand online. However, social media employer communication and employer brand building remains woefully understudied. Our study addresses this gap by investigating how firms use social media to promote their employer brand. We analyze employer branding communication in a sample of N = 216,828 human resources (HR) related Tweets from N = 166 Fortune 500 companies. Using supervised machine learning we classify the Tweet content according to its informational and inspirational nature, identifying five categories of employer branding social media communication on Twitter.