Advertising and recruitment: Marketing to minorities

By Lesley A. Perkins, Kecia M. Thomas, G. Taylor. 2000

144 citations recorded by the source corpus.

Subfields: Accounting, Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/8aaa0cb08fb32e1d4bc3e5cac4513f9343ffa8d8

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Accounting

1. Patrick F. McKay
2. Derek R. Avery
3. Morela Hernandez
4. J. Bosak
5. Sabine Sczesny

In Gender Studies

1. Derek R. Avery
2. Patrick F. McKay
3. M. Hebl
4. J. Bosak
5. Sabine Sczesny
6. Morela Hernandez
7. Wei-Chi Tsai
8. Irene Wen-fen Yang

In Organizational Behavior and Human Resource Management

1. Derek R. Avery
2. Patrick F. McKay
3. M. Hebl
4. Morela Hernandez
5. Wei-Chi Tsai
6. Irene Wen-fen Yang
7. J. Bosak
8. Sabine Sczesny

Citations in the corpus

• TARGET PRACTICE: AN ORGANIZATIONAL IMPRESSION MANAGEMENT APPROACH TO ATTRACTING MINORITY AND FEMALE JOB APPLICANTS (2006, background): “organizations that are committed to the career advancement of minorities in the food sector (Prewitt, 2000). Although no empirical research to date has linked this type of sponsorship to applicant behavior, there is reason to believe such a linkage exists. Collins and Stevens (2002) found that high ”
• The Impact of Organizational Culture on Attraction and Recruitment of Job Applicants (2010, background): “The use of recruitment literature, whether through brochures, websites, or other form of advertising, is one way that organizations attract job seekers ( Perkins et al. 2000 ).”
• Does Image Matter to Different Job Applicants? The influences of corporate image and applicant individual differences on organizational attractiveness (2010, background): “As indicated by Perkins, Thomas, and Taylor (2000), industry type would influence the relationship between corporate image and applicant job decisions.”
• Am I the Right Candidate? Self-Ascribed Fit of Women and Men to a Leadership Position (2008, methodology): “Specifically, we assumed that women’s perceived incongruity with leadership roles might lessen in the given situation if a gendercongruent stimulus person or stimulus persons of both sexes were presented (e.g., Perkins et al. 2000 ).”
• Who's Watching the Race? Racial Salience in Recruitment Advertising1 (2004, background): “This design aims to supplement the findings of previous research examining ads portraying groups of representatives (Perkins et al., 2000).”