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Relevant bibliographies by topics / Employer branding recruitment

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Academic literature on the topic 'Employer branding recruitment'

Author: Grafiati

Published: 4 June 2021

Last updated: 1 February 2022

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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 employ

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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 brandi

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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

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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 adm

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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 app

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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&rsquo; minds. Hence, this research contributes to how to position an image in potential employee&rsquo;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

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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 nursin

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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 nursin

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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 retai

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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

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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

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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 äm

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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 ab

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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 t

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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

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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

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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 genera

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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

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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.

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Book 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.

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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 sam

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