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Screening‐oriented recruitment messages: Antecedents and relationships with applicant pool quality
Author(s) -
Dineen Brian R.,
Williamson Ian O.
Publication year - 2012
Publication title -
human resource management
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 1.888
H-Index - 94
eISSN - 1099-050X
pISSN - 0090-4848
DOI - 10.1002/hrm.21476
Subject(s) - reputation , business , quality (philosophy) , agency (philosophy) , incentive , compensation (psychology) , marketing , process (computing) , human resource management , perception , public relations , economics , psychology , management , microeconomics , social psychology , social science , philosophy , epistemology , neuroscience , sociology , computer science , political science , operating system
The ability of firms to attract qualified job applicants is a critical component of the human resource management process. However, while a large body of research has examined the relationship between firm recruitment practices and applicant pool attributes, very little research has investigated what factors are associated with organizational decision makers' utilization of specific recruitment tactics. We draw on labor economics, sociological, and agency theoretical perspectives to make predictions regarding the use of screening‐oriented recruitment messages in actual web‐based job advertisements. Results suggest that perceptions of labor supply, recruiting firm reputation, and the use of quality‐based compensation incentives are associated with use of screening‐oriented messages, which in turn are associated with applicant pool quality. These findings hold important theoretical insights into the factors shaping firm recruitment activity and provide practical strategic implications for managing firm recruitment objectives. © 2012 Wiley Periodicals, Inc.