The relationship between early recruitment-related activities and the application decisions of new labor-market entrants: a brand equity approach to recruitment.

By C. Collins, C. Stevens. Journal of Applied Psychology, 2002

637 citations recorded by the source corpus.

Subfields: Marketing, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/057949eb01d86ed5d5f0cc51e126c3bad92b589c

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Citations in the corpus

Employee Job Search (2012, neutral): “…NEs into positions by disseminating job information to assist NEs’ job searches, including advertising in school newspapers, partnering with placement services, placing job postings around campus, hosting social functions on campus, or sponsoring classrooms and equipment (Collins & Stevens, 2002).”
Networking as a job search behaviour: A social network perspective (2009, result): “…recruitment research indicating that learning about job opportunities through other people has a particularly beneficial impact on applicant attraction and employee attitudes in comparison with other sources (Collins & Stevens, 2002; Saks, 2005b; Van Hoye & Lievens, 2005; Zottoli & Wanous, 2000).”
Does Image Matter to Different Job Applicants? The influences of corporate image and applicant individual differences on organizational attractiveness (2010, methodology): “…the concept of ‘corporateimage’ as a critical organizational factor to recruitment success (Chapman, Uggerslev, Carroll, Piasentin, & Jones, 2005; Collins & Stevens, 2002), and have defined the concept as ‘the set of beliefs that job seekers hold about the attributes of an organization’ (Cable…”
Employer branding in the Belgian Army: The importance of instrumental and symbolic beliefs for potential applicants, actual applicants, and military employees (2007, background): “Another study (Collins & Stevens, 2002) concentrated on the second step in employer branding.”
Recruitment-Related Information Sources and Organizational Attractiveness: Can Something be Done about Negative Publicity? (2005, methodology): “However, negative publicity was not examined.”
Social Influences on Organizational Attractiveness: Investigating If and When Word of Mouth Matters (2007, methodology): “In addition, it has not yet been studied if the order in which various information sources are presented influences their effects (Cable & Turban, 2001; Collins & Stevens, 2002).”
Social-identity functions of attraction to organizations ☆ (2007, background): “…decision-making researchers have only recently begun to systematically examine a person’s general impressions of a recruiting organization (e.g., Collins & Stevens, 2002; Highhouse, Zickar, Thorsteinson, Stierwalt, & Slaughter, 1999; Lemmink, Schuijf, & Streukens, 2003; Lievens & Highhouse,…”
The Effects Of Recruitment Message Specificity On Applicant Attraction To Organizations (2005, methodology): “Organization Attributes. Eight items taken from Collins and Stevens (2002) were used to assess applicant perceptions of what the organization would provide in terms of pay and benefits, location, job and career opportunities, job security and work environment.”
Employer branding: strategic implications for staff recruitment (2010, background): “Respondents viewed employee referrals as the most credible and trustworthy of all information sources (see also Collins & Stevens, 2002).”
Employer brand trust and affect: linking brand personality to employer brand attractiveness (2014, background): “Employer branding research indicates that, for instance, publicity, recruitment advertising, or word-of-mouth have different effects on application intentions (Collins and Stevens, 2002).”
Third Party Employment Branding: Human Capital Inflows and Outflows Following “Best Places to Work” Certifications (2016, background): “Positive publicity or endorsements have been shown to have monotonic, simple linear relationships with employment brand image (e.g., Collins & Stevens, 2002).”