The Oxford Handbook of RecruitmentKang Yang Trevor Yu, PhD, Daniel M. Cable, PhD The past 40 years have established recruitment as a fundamental area of research to both researchers and practitioners. No longer is recruitment viewed as simply another component of human resource management but rather a strategic tool with wide-ranging implications for organizations. To this extent investigations on the subject have drawn upon diverse perspectives from economics to marketing, highlighting recruitment's links with multiple aspects of organizational functioning such as selection, onboarding, organizational culture, job performance, and turnover. The goal of this handbook is to provide an integrative and comprehensive summary of the state of recruitment research. It is hoped that by providing insight to both theoretical and empirical underpinnings of the topic this volume will focus readers to the important issues affecting our understanding and application of recruitment concepts; and provide structure toward current thinking and future exploration of the field. In the spirit of investigative inquiry, the book's chapters are organized according to the questions they answer about the nature of recruitment: Who is involved in recruitment; What do these stakeholders do; When do recruitment phenomenon occur; Where does recruitment take place; Why does recruitment influence various stakeholders in the process; and finally, how is recruitment investigated? Aimed at both potential and existing recruiters, the expert contributions included in this handbook serve as a springboard to energize and focus future endeavor in recruitment, an increasingly pertinent driver of individual and organizational success. |
Contents
2 Strategic Recruiting | 5 |
3 Recruiter Effects and Recruitment Outcomes | 21 |
4 Applicant Reactions | 35 |
5 Recruitment and Job Choice | 47 |
6 Volunteer Recruitment | 73 |
Realities and Needs of the Future Workforce | 88 |
Identifying Future Employees | 110 |
9 Job Search and Emotions | 126 |
17 Corporate Social Performance Organizational Reputation and Recruitment | 298 |
18 Impression Management during the Recruitment Process | 314 |
19 The History of Recruitment Research | 335 |
20 Establishing Recruitment Objectives and Developing a Recruitment Strategy for Attaining Them | 361 |
Shifting Paradigms | 382 |
International CrossCultural Perspectives | 402 |
Past Present and Future | 423 |
Applicants and Recruiters Search for the Perfect Fit | 437 |
10 Recruitment Source Implications for Organizational Tenure | 139 |
A Multilevel Perspective | 161 |
Past Present Future | 184 |
A Review of Outcomes | 215 |
An Integrative Model | 251 |
The Role of Job Advertisements | 269 |
16 Employer Brand Equity and Recruitment Research | 284 |
Understanding the SocialIdentity Concerns of JobSeekers | 454 |
26 How Do You Study Recruitment? A Consideration of the Issues and Complexity of Designing and Conducting Recruitment Research | 463 |
Applicant Qualifications and the 4Group Model of Targeted Recruiting | 492 |
A Look to the Future | 527 |
533 | |
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The Oxford Handbook of Recruitment Kang Yang Trevor Yu, PhD,Daniel M. Cable, PhD Limited preview - 2013 |
Common terms and phrases
acceptance activities addition advertisements applicants Applied Psychology assess associated attitudes attraction attributes behaviors brand Breaugh Cable characteristics communication consider corporate culture decisions develop direct diversity effects employees employment et al evaluation examined example expectations experience factors findings firm future greater higher hiring Human impact important increase individuals influence intentions International interview job choice job offer job seekers Journal of Applied less literature Management measured ment minority negative noted older workers organization organizational outcomes perceived perceptions performance Personnel perspective positive potential questions reactions received recruitment practices recruitment process recruitment research recruitment sources referrals relationship reputation resource RJPs role Rynes sample selection social specific stage strategy suggests tactics theory tion Turban turnover types values variables volunteers word of mouth