Recruitment Research and Applicant Attraction: What Have We Learned?

Developing labor shortages are increasing the importance of recruitment to organizations. However, previous recruitment research has provided few operational guidelines for persuading high quality candidates to apply for, and to accept, job offers. This is because most recruitment research has either ignored major independent variables (e.g., vacancy characteristics), and/or focused on dependent variables other than applicant attraction or job choice (e.g., turnover). Suggestions are made for increasing the relevance of future recruitment research to applicant attraction

Global attraction of ODE-based mean field models with hyperexponential job sizes

Mean field modeling is a popular approach to assess the performance of large scale computer systems. The evolution of many mean field models is characterized by a set of ordinary differential equations that have a unique fixed point. In order to prove that this unique fixed point corresponds to the limit of the stationary measures of the finite systems, the unique fixed point must be a global attractor. While global attraction was established for various systems in case of exponential job sizes, it is often unclear whether these proof techniques can be generalized to non-exponential job sizes. In this paper we show how simple monotonicity arguments can be used to prove global attraction for a broad class of ordinary differential equations that capture the evolution of mean field models with hyperexponential job sizes. This class includes both existing as well as previously unstudied load balancing schemes and can be used for systems with either finite or infinite buffers. The main novelty of the approach exists in using a Coxian representation for the hyperexponential job sizes and a partial order that is stronger than the componentwise partial order used in the exponential case.Comment: This paper was accepted at ACM Sigmetrics 201

Rules of Attraction: Job Seekers Use Negative News to Filter Initial Search

KEY FINDINGS · In contrast to popular belief that any publicity is good publicity, the researchers found that exposure to negative information about a company had both immediate and longer lasting effects on important recruitment outcomes. · Job seekers exposed to negative information about a previously unknown company were much less attracted to that company immediately after exposure, and had fewer intentions to apply for jobs there. · The effect of negative information on job seeker attraction is persistent—one week later, its impact remains much larger than that of positive information. · Job seekers also found it easier to recall more overall judgments of organizations one week after being exposed to negative versus favorable information

Testing for the Impact of Local Labour Market Characteristics on House Prices

The starting point of this paper is a hedonic regression model where house prices are explained as a result of urban attraction and the accessibility to job opportunities in the region. The basic hypothesis is that house prices reflect that households in addition value accessibility to job opportunities in the neighborhood. We propose several measures of local labor market characteristics, and test for the impact on house prices. The alternative measures do not add considerably to the explanatory power. Still, some characteristics contribute significantly, and affect the size and interpretation of the relationship between local labor market conditions and house prices.

The Effects of Recruitment Message Specificity on Applicant Attraction to Organizations

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 influence application intentions under conditions of implicit recruitment information. The theoretical and practical implications of these findings are discussed

The Impact of Corporate Image of PT XYZ Towards Job Applicant Attraction in Surabaya

Human capital is considered as a crucial factor that can impact company performance. It is expected that Indonesia will face talent scarcity (BCG, 2013). In Surabaya, PT XYZ also competes with other companies to attract the best talents to join the company. This research is conducted with the aim to find out the effect of corporate image in attracting job applicants. The data was gathered using simple random sampling by distributing questionnaires to 109 respondents in Surabaya. The data was analyzed by using Multiple Linear Regression Analysis. The result shows that the corporate image simultaneously has significant impact on job applicant attraction. Meanwhile, as individual dimension, employer image and CSR image has significant impact toward job applicant attraction

Effects of Compensation Systems on Job Search Decisions: An Application of Person-Organization Fit

Past research has demonstrated the importance of pay level in job search and choice processes. Compensation policies other than pay level may have important effects on applicant attraction, yet there has been little research examining this possibility. The role of person-organization fit in job search and job choice decisions has also been supported. Because pay systems define an organization\u27s expectations and culture, they may be an important organizational attribute for individuals to compare with their needs and values; thus the corresponding level of fit between compensation policies and individuals\u27 dispositions may affect subsequent job search and choice decisions. Using several research methods and a sample of individuals currently involved in the interviewing process, this stugy examines both the main and interactive effects of various pay system attributes on job search. Resulting analyses primarily supported the hypotheses, suggesting that many facets of pay systems may have important effects on individuals\u27 job search and choice decisions

The promotion strategies of disbudpar Surakarta in developing the tourism in Surakarta

This final project report is written based on the job training which was been done at DISBUDPAR Surakarta. The objectives of this report are to describes the promotion strategies of DISBUDPAR Surakarta, to find out the problems faced by DISBUDPAR Surakarta and the solutions to the problems faced by DISBUDPAR Surakarta in developing tourism in Surakarta. The data of this report are taken from observation and library study by collecting information from books, document, interview and other reliable literatures. Based on the observation conducted, conclusion can be drawn that DISBUDPAR did various promotion activities which are done continuously and organized. Promotion is done in order to create awareness among public about tourist attraction and also improve the tourist visit at Surakarta. There are several promotion activities done by DISBUDPAR, opening TIC, promoting tourism attraction, holding events and participating in national and international events, carrying out annual putra-putri Solo, and making coordination with other entertainment places. In relation to developing surakarta tourism, DISBUDPAR faced several problems. There are problem related to budget, bureaucracy and human resources. Therefore, the implementation of promotion activities by DISBUDPAR that were supported by proper budget, simple procedural administration system and reorganizing the schedule of DISBUDPAR officer is needed to develop surakarta tourism

The Role of Job Satisfaction in Transitions into Self-Employment

As observed in many advanced economies experiencing an increase of self-employment rates since the late 1970s, a flourishing small- and medium-size enterprise sector is traditionally associated with positive economic development and growth. In the regional context, areas benefiting from an established entrepreneurial culture are in general more successful and innovative, as well as better equipped to sustain structural changes and to contrast unemployment. It is therefore important to investigate the reasons why individuals choose self-employment, and why they do it despite lower protection, higher risks, and possibly more effort than what is offered in a comparable wage employment position. Existing research identifies better prospects of entrepreneurial earnings as compared to wages as a major attraction towards self-employment. However, beside pecuniary motivations, other factors may be considered when it comes to occupational choice, as, among others, displacement, uncertainty, (the threat of) unemployment, and (dis-)satisfaction. Building on a job quits model, we propose a representation of transition behaviour from wage to self-employment which includes subjective evaluations of pecuniary and nonpecuniary satisfaction on the previous job. Individual microdata are drawn from the Swiss Household Panel (SHP), and cover the time period 1999–2008. Additionally, we focus on the dynamics of job satisfaction in order to highlight the role played by shocks in subjective evaluations, and introduce their interaction with levels to control for threshold effects.self-employment, job satisfaction, job transition, Switzerland

Increasing the Economic Development Benefits of Higher Education in Michigan

This paper considers how a state such as Michigan can increase the economic development benefits of higher education. Research evidence suggests that higher education increases local economic development principally by increasing the quality of the local workforce, and secondarily by increasing local innovative ideas. These economic development benefits of higher education can be increased by: 1) competent management of conventional economic development programs that focus on business attraction and retention; 2) policies that focus on increasing local job skills by educating the state's residents, as opposed to attracting in-migrants; 3) policies that address specific "market failures" in how higher education leads to increased workforce quality or business innovations.education, higher, economic, development, Michigan, Bartik, Upjohn