Topic
Employer branding
About: Employer branding is a research topic. Over the lifetime, 1555 publications have been published within this topic receiving 54897 citations.
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TL;DR: In this paper, the authors show that organizations with an innovative product portfolio and a strong innovation culture appear more attractive to potential employees and that employees care a great deal about the organizational innovativeness of the company they work for.
Abstract: Recruiting high potentials is the foundation for creating knowledge, innovation and competitive advantages. Unfortunately, many companies face the problem of having a hard time recruiting high potentials in a tightening labor market. To secure future innovation, growth and competitiveness companies must be attractive for potential employees. Within this respect, past research suggests that innovative companies might be at an advantage as they appear more attractive to employees in general and to those with an innovative personality in specific. Hence, HR communication might use an organization's innovativeness within employer branding to attract high potentials. However, current literature falls short to provide empirical evidence on whether and how the communication of organizational innovativeness affects employer attractiveness and especially attracts innovative employees. The results of our scenario-based experiment (n = 322) show that organizations with an innovative product portfolio and a strong innovation culture appear more attractive to potential employees. These effects turned out to be even stronger for employees which are highly innovative as they care a great deal about the organizational innovativeness of the company they work for. Thus, our findings suggest that communicating organizational innovativeness within employer branding is an effective measure not only to improve employer perceptions in general, but also to attract innovative employees.
37 citations
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TL;DR: In this paper, the authors identify the basis against which successful internal brands can be created, and they look at the greatest variable of all, who, in service companies, represent the biggest manifestation of the brand.
Abstract: This paper seeks to identify the basis against which successful internal brands can be created. In addition, it looks at the greatest variable of all — people, who, in service companies, represent the biggest manifestation of the brand. The recognition of this axiomatic truth is universal and this paper lays out a framework for translating this ideal into action.
37 citations
TL;DR: For the first time in the corporate heritage/corporate heritage brand canon, the focus is on a Chinese corporate heritage institution as discussed by the authors, which is the Tong Ren Tang (TRT) corporate brand.
Abstract: This study on the Tong Ren Tang (TRT) (同仁堂) traditional Chinese medicine corporate brand marks new ground. This is because, for the first time in the corporate heritage/corporate heritage brand canon, the focus is on a Chinese corporate heritage institution.
37 citations
TL;DR: In this paper, the effects of discrepant reviews (i.e., reviews with a high variance in company evaluations) are examined in the context of employer review sites, and they investigate how review discrepancy, persuasion knowledge activation, and constructive company responses affect job seekers' trust in the company and the resulting application intentions.
37 citations
TL;DR: In this article, a conceptual framework for gamifying employer branding in the digital age is proposed, based on a learning-based extension of the affective events theory, and the authors discuss both domains and their relation.
37 citations