Impact of Online Recruitment on Organizational Attractiveness: An Experimental Study in the Context of Pakistan

Authors

  • Qamar Ali Government College University Faisalabad
  • Muhammad Naveed Aslam Lyallpur Business School, Government College University Faisalabad, Faisalabad, Pakistan
  • Sahar Hafeez National University of Modern languages, Islamabad, Pakistan

DOI:

https://doi.org/10.52131/jom.2021.0303.0048

Keywords:

Online recruitment, Website features, Perceived organizational culture (OC), Organizational attractiveness (OA), Intention to Apply (IA), Pakistan

Abstract

The purpose of this study is to explore the aesthetical features of corporate recruitment websites, including the website design, style, and color, and to investigate their impact on organizational attractiveness and applicants' intention to apply. By doing so, the study also examines the effects of corporate websites on applicants' perception of the corporate culture and measures the mediating impact of perceptions of organizational culture on organizational attractiveness and applicants' intention to apply for the jobs in the context of Pakistan. The study is based on a laboratory experiment with three hundred undergraduate business students conducted at a university computer lab. Correlation, Independent T-test, One-way ANOVA, and Simple Linear Regression were applied to analyze variables using SPSS. The findings of this study support the hypothesis that website features have a significant positive impact on applicants' perceived organizational attractiveness. However, the website's design does not seem to impact applicants' intentions to apply for the job substantially. The regression analysis results also revealed that the perceived organizational culture partially mediates the relationship between website features and organizational attractiveness and fully mediates the relationship between website features and intentions to Apply.

References

Acikgoz, Y. (2019). "Employee recruitment and job search: Towards a multi-level integration." Human Resource Management Review 29(1): 1-13.

Agarwal, R. and V. Venkatesh (2002). "Assessing a firm's web presence: a heuristic evaluation procedure for the measurement of usability." Information Systems Research 13(2): 168-186.

Ageeva, E., et al. (2020). "A holistic framework of corporate website favourability." Corporate Reputation Review 23(3): 201-214.

Aiman-Smith, L., et al. (2001). "Are you attracted? Do you intend to pursue? A recruiting policy-capturing study." Journal of Business and Psychology 16(2): 219-237.

Ali, Q., et al. (2021). "How Much Does the Recruitment Channel Really Matter: Recruiters’ and Applicants’ Behaviors in the South Asian Context." Journal of Management and Research: 1-22.

Banerjee, P. and R. Gupta (2019). "Talent attraction through online recruitment websites: Application of web 2.0 technologies." Australasian Journal of Information Systems 23.

Braddy, P. W., et al. (2006). "Organizational recruitment website effects on viewers’ perceptions of organizational culture." Journal of Business and Psychology 20(4): 525-543.

Braddy, P. W., et al. (2003). "Internet recruiting: The effects of web page design features." Social science computer review 21(3): 374-385.

Brigitte Pfieffelmann, S. H. W. a. T. L. (2010). "Recruiting on Corporate Web Sites: Perceptions of fit and attraction." International Journal of Selection and Assessment 18(1): 40-48.

Chang, E. and H. Chin (2018). "Signaling or experiencing: Commitment HRM effects on recruitment and employees' online ratings." Journal of Business Research 84: 175-185.

Cober, R. T., et al. (2004). "Recruitment on the Net: How do organizational Web site characteristics influence." Journal of Management 30(5): 623-646.

David G. Allen, J. R. V. S. a. R. F. O. (2004). "Recruitment Communication Media; Outcomes on Prehire Outcomes." Personal Psychology 57: 143-171.

Dianne Cyra, M. H. a. H. L. (2010). "Colour appealinwebsitedesignwithinandacrosscultures: A multi-methodevaluation." Human Computer Studies 68: 1-21.

Dineen, B. R., et al. (2002). "A web of applicant attraction: Person-organization fit in the context of Web-based recruitment." Journal of Applied Psychology 87(4): 723.

Fisher, C. D., et al. (1979). "Source credibility, information favorability, and job offer acceptance." Academy of Management journal 22(1): 94-103.

Gatewood, R. D., et al. (1993). "Corporate image, recruitment image and initial job choice decisions." Academy of Management journal 36(2): 414-427.

Heijden, H. v. d. (2003). "Factors influencing the usage of websites: the case of a generic portal in The Netherlands." Information & Management 40: 541–549.

Kucherov, D. and V. Tsybova (2021). "The contribution of e-recruitment practices to e-recruitment outcomes in Russian companies." Measuring Business Excellence.

Lori Foster Thompson, P. W. B. a. K. L. W. (2008). "E-recruitment and the benefits of organizational web appeal." Computers in Human Behavior 24(5): 2384-2398.

Meade, P. W. B. a. A. (2006). "Organizational Recruitment Website Effects on Viewers' Perceptions of Organizational Culture." Journal of Business and Psychology 20(4): 525-543.

Mol, H. S. a. S. T. (2009). "E-Recruitment: A study into applicant perceptions of an online application system." International Journal of Selection and Assessment 17 (3): 311-324.

Muduli, A. and J. J. Trivedi (2020). "Recruitment methods, recruitment outcomes and information credibility and sufficiency." Benchmarking: An International Journal.

O'Reilly III, C. A., et al. (1991). "People and organizational culture: A profile comparison approach to assessing person-organization fit." Academy of Management journal 34(3): 487-516.

Orenstein, S. S. a. J. (2011). "Government E-Recruiting Web Sites: The influence of e-recruitment content and usability on recruiting and hiring outcomes in US state governments." International Journal of Selection and Assessment 19(1): 31-41.

Phillip W. Braddy, L. F. T., KARL L. WUENSCH and WILLIAM F. GROSSNICKLE (2003). "Internet recruiting: The Effects of Web Page Design Features." Social Science Computer Review 21: 374-385.

Puncheva-Michelotti, P., et al. (2018). "Employer branding and CSR communication in online recruitment advertising." Business Horizons 61(4): 643-651.

Richard T. Cober, D. J. B., Lisa M. Keeping and Paul E. Levy (2004). "Recruitment on the Net: How Do Organizational Web Site Characteristics Influence Applicant Attraction?" Journal of Management 30(5): 623–646.

Richard T. Cober, D. J. B., Paul E. Levy, Alana B. Cober and Lisa M. Keeping (2003). "Organizational Web Sites: Web Site Content and Style as Determinants of Organizational Attraction." INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 11(2-3): 158-169.

Rozelle, A. L. and R. S. Landis (2002). "An examination of the relationship between use of the Internet as a recruitment source and student attitudes." Computers in Human behavior 18(5): 593-604.

Scheu, C., et al. (1999). Company web sites as a recruiting mechanism: What influences applicant impressions. 14th annual meeting of the Society for Industrial and Organizational Psychology, Atlanta, GA.

Sivertzen, A.-M., et al. (2013). "Employer branding: employer attractiveness and the use of social media." Journal of Product & Brand Management.

Stylianou, S. S. R. a. A. C. (2003). "Global corporate web sites: an empirical investigation of content and design." Information & Management 40: 205–212.

Sylva, H. and S. T. Mol (2009). "E?Recruitment: A study into applicant perceptions of an online application system." International Journal of Selection and assessment 17(3): 311-323.

Zusman, R. R. and R. S. Landis (2002). "Applicant preferences for web-based versus traditional job postings." Computers in Human behavior 18(3): 285-296.

Downloads

Published

2021-12-30

How to Cite

Ali, Q., Naveed Aslam, M., & Hafeez, S. (2021). Impact of Online Recruitment on Organizational Attractiveness: An Experimental Study in the Context of Pakistan. IRASD Journal of Management, 3(3), 318–328. https://doi.org/10.52131/jom.2021.0303.0048