The Importance of Recruitment in Job Choice: A Different Way of Looking

By S. Rynes, Robert D. Bretz, B. Gerhart. 2006

673 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/ba41996c85e84649f4b0b5c1cf3a7b95a2943f41

How researchers see this paper

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

In Gender Studies

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Organizational attractiveness and prospective applicants' intentions to apply (2011, background): “Perceptions of organizational attractiveness refers to the degree to which a person favorably perceives an organization as a place to work ( Rynes et al. , 1991”
WHAT HAS RACE GOT TO DO WITH IT? UNRAVELING THE ROLE OF RACIOETHNICITY IN JOB SEEKERS' REACTIONS TO SITE VISITS (2006, background): “In fact, previous OBHRM research provided some limited evidence that gender (Rynes et al., 1991) and age demography (O’Reilly, Caldwell, & Barnett, 1989; Tsui et al.”
Social Influences on Organizational Attractiveness: Investigating If and When Word of Mouth Matters (2007, background): “Although several studies have indicated that social influences on organizational attractiveness are potentially large, little systematic research has been conducted in this area (Barber, 1998; Cable & Turban, 2001; Highhouse & Hoffman, 2001; Kilduff, 1990, 1992; Ryan et al., 2000; Rynes et al., 1991”
Selection Test Anxiety: Exploring Tension and Fear of Failure Across the Sexes in Simulated Selection Scenarios (2005, background): “This is surprising, as the extreme evaluative and competitive stressors experienced in the selection testing process ( Rynes, Bretz, & Gerhart, 1991 ) do not appear to be readily interchangeable with those experienced in educational testing.”
TARGET PRACTICE: AN ORGANIZATIONAL IMPRESSION MANAGEMENT APPROACH TO ATTRACTING MINORITY AND FEMALE JOB APPLICANTS (2006, background): “For instance, do women and minorities pass on what otherwise appear to be great employment opportunities if an organization is perceived as less hospitable to diversity than alternative firms offering lesser opportunities? Although some related evidence suggests that they might (Rynes et al., 1991; ”
Effects of Pro-Environmental Recruiting Messages: The Role of Organizational Reputation (2009, background): “The signaling process is most likely to occur when applicants must make employment decisions based on little information about hiring organizations ( Rynes et al. 1991 ), which is frequently the case when people are searching for jobs online.”
Employer‐brand equity, organizational attractiveness and talent management in the Zhejiang private sector, China (2011, background): “OA refers to the degree to which potential applicants/current employees favorably perceive organizations as places to work ( Rynes et al. , 1991”