On account of a number of factors, many companies have increased recruitment targeting female and ethnic or racial minority job applicants. Despite evidence suggesting that these applicants are attracted by different factors than traditional applicants and an abundance of recruitment tactics suggested in the popular press, no empirically based approach to recruiting these populations has emerged. This article reviews and integrates literature on organizational impression management, recruitment, marketing, and social psychology and provides a framework to assist practitioners in attracting minority and female job applicants. In addition, several avenues for future research are discussed.
Stored only when both papers are in the corpus — 396 citations exist upstream.
Imported from OpenAlex (CC0) — nothing here is generated.