Firm reputation and applicant pool characteristics

Daniel B. Turban · Daniel M. Cable

615 citations0/0 files storedJournal of Organizational Behavior

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Employer Branding and e-HRM Higher Education and Employability Corporate Identity and Reputation

Abstract

Abstract Scholars have suggested that a firm's reputation can provide it with a competitive advantage by attracting more, and possibly higher‐caliber, applicants. No research has actually investigated this relationship, however, in large part because researchers have not assessed applicant pool characteristics but instead have measured applicants' intentions. Therefore, we conducted two studies to investigate whether organizational reputation influenced the number and the quality of applicants actually seeking positions with firms. Company reputation was operationalized using two different published reputation measures, and applicant quality data were obtained from career services offices at business schools at two universities. Results from both studies supported the previously untested belief that firms with better reputations attract more applicants. Furthermore, some evidence suggested that firms with better reputations could select higher‐quality applicants. Copyright © 2003 John Wiley & Sons, Ltd.

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References

1991Firm Resources and Sustained Competitive Advantage 2004Firm resources and sustained competitive advantage 1993Conceptualizing, Measuring, and Managing Customer-Based Brand Equity 1986Psychology of intergroup relations 1995THE IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON TURNOVER, PRODUCTIVITY, AND CORPORATE FINANCIAL PERFORMANCE.1989Social Identity Theory and the Organization 1990WHAT'S IN A NAME? REPUTATION BUILDING AND CORPORATE STRATEGY.1989Social Identity Theory and the Organization

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