The Effects Of Recruitment Message Specificity On Applicant Attraction To Organizations

The Effects Of Recruitment Message Specificity On Applicant Attraction To Organizations We used the elaboration likelihood model (ELM) from marketing research to explain and examine how recruitment message specificity influences job seeker attraction to organizations. Using an experimental design and data from 171 college-level job seekers, the results showed that detailed recruitment messages led to enhanced perceptions of organization attributes and person–organization (P–O) fit. Perceptions of fit were found to mediate the relationship between message specificity and intention to apply to the organization. In addition, perceptions of organization attributes and P–O fit were found to influence intentions to apply under circumstances of explicit recruitment information while attractiveness and fit perceptions were shown to influence application intentions under conditions of implicit recruitment information. The theoretical and practical implications of these findings are discussed. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Journal of Business and Psychology Springer Journals

The Effects Of Recruitment Message Specificity On Applicant Attraction To Organizations

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Publisher
Springer Journals
Copyright
Copyright © 2005 by Springer Science+Business Media, Inc.
Subject
Psychology; Industrial and Organizational Psychology; Community and Environmental Psychology; Personality and Social Psychology; Business and Management, general; Social Sciences, general
ISSN
0889-3268
eISSN
1573-353X
D.O.I.
10.1007/s10869-004-2231-1
Publisher site
See Article on Publisher Site

Abstract

We used the elaboration likelihood model (ELM) from marketing research to explain and examine how recruitment message specificity influences job seeker attraction to organizations. Using an experimental design and data from 171 college-level job seekers, the results showed that detailed recruitment messages led to enhanced perceptions of organization attributes and person–organization (P–O) fit. Perceptions of fit were found to mediate the relationship between message specificity and intention to apply to the organization. In addition, perceptions of organization attributes and P–O fit were found to influence intentions to apply under circumstances of explicit recruitment information while attractiveness and fit perceptions were shown to influence application intentions under conditions of implicit recruitment information. The theoretical and practical implications of these findings are discussed.

Journal

Journal of Business and PsychologySpringer Journals

Published: Dec 22, 2004

References

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