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Publicação
Employer Branding Constrains Applicants’ Job Seeking Behaviour?
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Autores
Orientador(es)
Resumo(s)
t. Researchers have been consistent in advising managers to invest on the organization’s employer
brand, based on the argument that it will benefit recruitment practice. However, this premise has been
majorly sustained following an organizational point of view. As such, the employer branding effects on
applicants’ job search behavior of applying to a vacancy remains undetermined. Main purpose of this study
is to understand if employer branding constrains applicants’ job seeking behavior. We propose that
applicants develop the desire of submitting to a vacancy through a process having the organizational
attributes as its predictor and attractiveness as its mediator. We then investigate if and how employer
branding constrains this process, by evaluating its moderating effect. Using confirmatory analysis
methodology, we found that employer branding moderates the proposed job seeking process. A positive
employer branding has strengthened the process leading to the intention to apply to a vacancy, when
compared with neutral or negative employer brandings. This explains applicants’ desire of submitting to a
vacancy. Based on our results, we suggest directions for practitioners concerning recruitment efficacy.
Descrição
Palavras-chave
job seeking employer branding applicant constraints búsqueda de empleo empleador solicitante marca limitaciones
Contexto Educativo
Citação
Editora
Colegio Oficial de Psicólogos de Madrid