Recruiting the right employees can be challenging, but the rewards of a well-constructed strategy can be enormous because effective recruitment is the foundation on which any talent management program is built. Yet, to build a strong recruitment foundation, several components must be met, including a valid selection system, a well-designed onboarding program, and effective mentoring. Above all, the most basic foundation is a well-designed recruitment program.
If you want to have a well-designed recruitment program, leveraging knowledge and understanding recruitment industries are basic requirements. Here are some suggested, informative readings you can start with.
The long road to employment: Incivility experienced by job seekers by Ali, A. A. et al.
The results of the studies demonstrate the dramatic effect that recruiter incivility can have on job applicants. As predicted, attributions that job seekers made concerning an episode of incivility were linked to job seeker motivation and search behaviours.
Allen et al.’s empirical study found that job information and organizational information provided on an organization’s website influenced individuals’ intentions to apply for a job. This influence was both direct (the specific type of information provided) and indirect (applicants viewed information provided as signalling what other aspects of the job and the organisation would be like).
The merits of including pictures of minorities in recruitment materials have been widely advocated. In the study conducted with black and white college students, the hierarchical level of the minorities was manipulated. The authors found that including pictures of black employees regardless of level had no impact on whites. In contrast, black students reacted favourably to the inclusion of African-Americans in advertisements, but only when they were in supervisory-level positions.
Target practice: An organizational impression management approach to attracting minority and female job applicants by Avery, D. R., & McKay, P. F.
This article provides an excellent review of empirical research that has addressed the relative effectiveness of different approaches for recruiting minorities and females. In particular, the authors addressed the influence of minorities and women being portrayed in recruitment materials, the wording of equal employment opportunity (EEO) statements and recruiter demographics.
The effect of job offer timing on offer acceptance, performance, and turnover by Becker, W. J. et al.
Researchers examined the relationship between a job offer being accepted and the time lag between a job applicant’s final interview and an offer being extended. For new college graduates and more experienced employees, the shorter the time lag, the more likely a job offer was to be accepted. Becker et al. also found that for each sample, having to relocate for a new job made it less likely that a job offer was accepted.
Experiencing recruitment and selection by Billsberry Jon
Many of the interactions described in Billsberry’s book suggest that job seekers view interactions during the recruitment process as signals of how working for an organization would be like. Billsberry provided a sense of the importance of job applicant perceptions of fair treatment during the recruitment process. He also showed that many applicants accept job offers without having a realistic understanding of what a position involves.
This longitudinal study examined the influence of several recruitment-related variables on job candidate decision-making. Results demonstrate that the decisions made by graduating college seniors were affected by several aspects of the site visit (flexibility in scheduling, how organized it was, the professionalism of the host, the quality of the accommodations). Actions following a site visit (prompt follow-up to applicant inquiries, a timely job offer) were also linked to reactions of recruits.
Organizational recruitment website effects on viewers’ perceptions of organizational culture by Brady, P. W. et al.
Based on a study that involved college students visiting employers’ websites, the researchers documented the importance of a number of website attributes. In particular, Brady et al. found that providing information about awards won by the employer was important.
Employee recruitment by James A. Breaugh
This article reviews recruitment research published between 2000 and 2012. Breaugh used psychological research dealing with topics such as selective attention, attitude formation and decision-making to explain why various recruitment actions are likely to have the effects they do.
The value of hiring through employee referrals by Burks, S. V.
Burks examined the benefits to employers of hiring based on employee referrals. Compared to other types of job candidates, applicants referred by current employees were more likely to be hired, performed at a higher level and were less likely to quit. The lower cost of recruiting by means of employee referrals was an additional benefit of this approach.
Form, content, and function: An evaluative methodology for corporate employment web sites by Cober, R. T. et al.
Cober and his associates analyzed the corporate websites of almost 100 organizations. They examined the form of the website (e.g., the use of pictures), its functionality (e.g., the ease of navigating) and the content provided (e.g., information about salary and culture). The authors concluded that all three website dimensions are important to job applicants.
Exploring applicant pool quantity and quality: The effects of early recruitment practice strategies, corporate advertising, and firm reputation by Christopher Collins and Jian Han
Based on data drawn from 99 organizations and from multiple sources (job seekers, recruiters), the results of this study suggest that early recruitment practices (recruitment ads, employee endorsements), corporate advertising and firm reputation all affect the size and the quality of the applicant pool. The influence of the recruitment practices was found to vary depending on an employer’s reputation.
Applicant-employee similarity and attraction to an employer by Devendorf and Highhouse
Devendorf and Highhouse examined the importance to individuals of having co-workers who were similar to themselves. Based on the results of a study conducted with college students, it appears that individuals perceived having similar co-workers as being a relevant factor in evaluating a position’s attractiveness.
The researchers examined the use of websites by state government agencies. They reported that websites perceived as easier to navigate generated more job applications. Selden and Orenstein also reported that websites that provided more detailed content resulted in fewer job applicants.
Factors related to job acceptance decisions of college recruits by Turban, D. B. et al.
This study focuses on the site visit experiences of college students. Students who like the host of their site visit and other aspects of the visit are more likely to accept job offers. The host of the visit was a prospective co-worker, which likely enhanced the impact of the host.
Tapping the grapevine: A closer look at word-of-mouth as a recruitment source by Van Hoye & Lievens
Van Hoye and Lievens found that positive word-of-mouth recruiting had beneficial effects on reports of organizational attractiveness and actual application behaviour. Contrary to expectations, they found no effect on negative word-of-mouth recruiting.
Next read: 8 Benefits of Cloud ATS