Please use this identifier to cite or link to this item: http://hdl.handle.net/10603/104387
Title: A Study of Effects of Company Dependent Versus Company Independent Online Recruitment Sources on Organizational Attractiveness Among Fresh Recruitees
Researcher: Tavleen Kaur
Guide(s): K Pratap Reddy
Keywords: 
University: ICFAI Foundation for Higher Education
Completed Date: 26-06-2015
Abstract: newline Extant literature on recruitment has focused on traditional sources of recruitment like company brochures, career fairs etc, and impact of such sources on post hire outcomes like productivity, turnover intention etc. The impact of recruitment information and recruitment sources on pre hire outcomes is still inconclusive. With the advent of technology and ease of access to internet, company websites have now become a primary source of gathering recruitment related information. Apart from company websites, job seekers are also using company independent websites, forums or online communities to gather a more truthful picture about the job and organizational attributes. Social media too has become a very important medium where the current employees share their experiences regarding how it is to work with the organization. Despite the widespread and practical use of these new and innovative medium, very little is known about how these independent sites influence recruitment pre hire outcomes. In this direction the proposed study attempts to investigate how job seekers perceive company independent websites as a tool for providing recruitment communication and their impact on organizational attractiveness. The current study has proposed and tested eleven hypotheses. newlineThe purpose of this study is to examine which among company independent and company dependent sources is perceived to be more credible source of recruitment. The study also tries to examine which among company independent and company dependent sources provides realistic information and specific information. The study also tries to examine the impact of credibility, realistic information and specific information on organizational attractiveness. It is known from the extant literature (Caldwell) that people high on conscientiousness and extraversion are high performers both in the interview process and in the job. However what is not known is the job search and information seeking behavior of people high on these personality traits.
Pagination: 
URI: http://hdl.handle.net/10603/104387
Appears in Departments:Faculty of Management

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04_table of contents.pdfAttached File16.72 kBAdobe PDFView/Open
06_chapter 1.pdf210.01 kBAdobe PDFView/Open
07_chapter 2.pdf202.73 kBAdobe PDFView/Open
08_chapter 3.pdf387.1 kBAdobe PDFView/Open
09_chapter 4.pdf337.49 kBAdobe PDFView/Open
10_chapter 5.pdf303.88 kBAdobe PDFView/Open
11_chapter 6.pdf401.53 kBAdobe PDFView/Open
12_chapter 7.pdf709.14 kBAdobe PDFView/Open
13_chapter 8.pdf215.91 kBAdobe PDFView/Open
14_references.pdf335.31 kBAdobe PDFView/Open
15_appendices.pdf330 kBAdobe PDFView/Open


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