The fantasy of wealth: Attracting college graduates into the workforce

The need for top talent is a critical factor towards the current and future success of organizations. Each year 1.5 million college students graduate and enter the largest generation of the workforce, Millennials. Therefore, it is imperative for companies to understand how to effectively attract the Millennial talent pool. A trend within organizational recruiting is for companies to provide more initiatives for organization\u27s stakeholders than just the triple bottom line. One type of initiative that is shown to be effective in recruiting from the general talent pool is Corporate Social Responsibility (CSR), which is an organization\u27s efforts towards obligations at different levels - economic, legal, environmental, and philanthropic - that affect their stakeholders. Evidence shows that CSR is most effective when job choice is high. However, research indicates that recent college graduates may have a lower level of job choice compared to more experienced applicants. This indicates Millennials may hold different values towards CSR recruitment messaging when compared to the general talent pool. Millennials seem to be attracted towards organizations that provide opportunities for quick career progression and competitive benefits and are willing to compromise their need to affect society to keep these opportunities. This suggests that Millennials, especially college students, ought to favor an employment situation which offers better economic CSR benefits. The proposed study aims to see if college students place more value on one CSR type, and if an organization will be viewed as a more attractive place to work when economic CSR is displayed on a corporate website as opposed to the other types of CSR when considering a job right out of college. The results of this study will allow organizations to understand how to effectively recruit and retain recently graduated college students in the Millennial talent pool

The Fantasy Of Wealth: Attracting College Graduates Into The Workforce

For organizations to gain an advantage in today’s market it is imperative they recruit top talent; and with Millennials comprising the largest portion of the current workforce, they have become a primary source of that talent. The Millennial workforce is currently fed by college students entering the workforce. One recruitment strategy that has been shown to effectively attract Millennials, is Corporate Social Responsibility (CSR), which defines an organizations initiative towards social obligations that positively influence the organization's internal and external stakeholders on multiple levels (i.e., philanthropic, environmental, legal, and economic). This study examined the value college seniors placed on each CSR type. More specifically, economic CSR, and if economic CSR, rather than other CSR types, would increase General Attractiveness by increasing the perception of an organization being socially responsible (i.e. Overall CSR Perceptions). Plus, whether each CSR type, especially economic CSR, and General Attractiveness was mediated by Overall CSR Perceptions. The results indicated legal, philanthropic, and environmental CSR as more important than economic CSR, and significantly influenced Overall CSR Perceptions, however only environmental CSR influenced General Attractiveness. Legal, philanthropic, and environmental CSR, held significant positive indirect effects to General Attractiveness through Overall CSR Perceptions, while economic CSR did not. For recruiters looking to attract recently graduated undergraduate Millennials through CSR messaging, they ought to use environmental, philanthropic, and legal CSR information. This can increase the Overall CSR Perceptions of the organization which can make the organization seem as a more attractive place of employment to the applicant

Applicant Reactions to Artificial Intelligence in the Selection Process

The use of advanced technology such as artificial intelligence (AI) in the selection process has become an increasingly popular practice within organizations. However, little research has examined how applicants react to these new procedures and how those reactions may affect outcomes such as perceptions of fairness, organizational attraction, and job pursuit intentions. Previous research has suggested that the use of technology in the selection process may lead to more negative outcomes when compared to using traditional selection procedures such as face-to-face interviewing. The purpose of this study is to examine applicant reactions to the use of advanced decision-making technologies in the selection process, such as artificial intelligence systems that make hiring decisions. Determining how applicants react to the use of technology in the selection process serves to help organizations better understand how these practices affect job seekers’ perceptions of the organization. The results of this study may help organizations weigh the pros and cons of using computer information systems to select applicants instead of using a traditional selection procedure

LinkedIn vs. Facebook: examining job seekers\u27 reactions to organizations\u27 use of social media screening

The use of social media screening has become an increasingly popular practice within organizations for selection purposes. However, little research has been conducted on applicant reactions to these selection procedures. The purpose of this study is to examine applicant reactions to social media screening and how this practice might affect the applicant’s perceptions of an organization. Previous research has suggested that the use of social media as a screening tool may cause applicants to perceive that their privacy is being invaded, which is linked to lower levels of organizational attractiveness. The results of this proposed study are expected to support the hypothesis that organizations that screen through professional social media (e.g., LinkedIn) will yield positive applicant reactions, whereas organizations that screen through personal social media (e.g., Facebook) will yield negative applicant reactions. The results of this study may help organizations better improve their selection procedures with regard to social media screening