Making the most of on-line recruiting.

By Peter Cappelli. Harvard Business Review, 2001

336 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/ad05af3c2392bbc046f5a12acd7c4131cfd6d344

How researchers see this paper

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

Citations in the corpus

Employee recruitment: Current knowledge and important areas for future research (2008, unknown): “Surprisingly, although researchers have noted the potential of a simulation for improving the accuracy of applicant expectations, such simulations have rarely been treated as an RJP (Callinan & Robertson, 2000).”
Organizational recruitment website effects on viewers’ perceptions of organizational culture (2006, background): “Finally, online recruiting reduces application costs for job seekers by allowing them to directly submit application materials online (Cappelli, 2001; Zusman & Landis, 2002).”
VARYING THE CONTENT OF JOB ADVERTISEMENTS: The Effects of Message Specificity (2006, background): “…use “institutional” ads that generically state that a firm is recruiting at all levels and in all functional areas when, in fact, there may not be any current job openings at all, such as those often used in on-line recruiting (Capelli 2001; Feldman and Klaas 2002; Herriot and Rothwell 1981).”
The “name game”: affective and hiring reactions to first names (2008, methodology): “In this way, prescreening of applicants can be conducted by key word searches, as is typically done by sophisticated electronic recruitment software or job boards (e.g. Monster.com) (Capelli, 2001).”
Employer-of-choice branding for knowledge workers (2002, background): “‘Job conditions today need to be approached in much the same way as prospective customers: carefully identified and targeted, attracted to the company and its brand and then sold on the job’ (Cappelli, 2001:140).”