Exploring Applicant Pool Quantity and Quality: The Effects of Early Recruitment Practice Strategies, Corporate Advertising, and Firm Reputation

By C. Collins, Jian Han. 2004

393 citations recorded by the source corpus.

Subfields: Clinical Psychology, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/c64a5e8f207e660f3952b2b256fdaffbc38b5097

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In Clinical Psychology

In Organizational Behavior and Human Resource Management

Citations in the corpus

UNEQUAL ATTENDANCE: THE RELATIONSHIPS BETWEEN RACE, ORGANIZATIONAL DIVERSITY CUES, AND ABSENTEEISM (2007, background): “The result is a negative organizational image in the community with adverse effects on the quality of future labor markets ( Collins & Han, 2004 ).”
The moderating influences on the relationship of corporate reputation with its antecedents and consequences: A meta-analytic review (2015, methodology): “, Journal of Business Research (2014) literature (Combs et al., 2011). To conduct this study, we followed the meta-analysis process recommended by Cooper (2010) as shown in Fig.”
Employer branding in the Belgian Army: The importance of instrumental and symbolic beliefs for potential applicants, actual applicants, and military employees (2007, background): “…showed that a strong employer brand positively affected the pride that individuals expected from organizational membership (Cable & Turban, 2003), applicant pool quantity and quality (Collins & Han, 2004), and firm performance advantages over the broad market (Fulmer, Gerhart, & Scott, 2003).”
TARGET PRACTICE: AN ORGANIZATIONAL IMPRESSION MANAGEMENT APPROACH TO ATTRACTING MINORITY AND FEMALE JOB APPLICANTS (2006, background): “More recently, Collins and Han (2004) demonstrated that sponsorship helps produce higher-quality applicant pools.”
Recruitment-Related Information Sources and Organizational Attractiveness: Can Something be Done about Negative Publicity? (2005, background): “Furthermore, most recruitment studies have examined the effects of only one information source at a time, so little is known about the effects of multiple information sources on organizational attractiveness (Cable & Turban, 2001; Collins & Han, 2004; Collins & Stevens, 2002).”
Person–organization fit effects on organizational attraction : a test of an expectations-based model (2014, background): “Establishing PO fit has thus been identified as a powerful tactic to attract high quality talent for organizations (Collins & Han, 2004).”
The Impact of Corporate Reputation and Reputation Damaging Events on Financial Performance: Empirical Evidence from the Literature (2015, background): “A good reputation as an employer can help firms to attract a higher number and a higher quality of applicants as shown by Turban and Cable (2003) in the context of a field study with students and employers and by Collins and Han (2004) (among other findings) using data from 99 organizations recruiti”