Influencing how one is seen by potential talent: Organizational impression management among recruiting firms.

Kang Yang Trevor Yu

29 citations0/0 files storedJournal of Applied Psychology

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Employer Branding and e-HRM Higher Education and Employability AI and HR Technologies

Abstract

This paper investigates how employers influence the beliefs, attitudes, and behaviors of potential talent as part of a process of Organizational Impression Management (OIM) during the recruitment process. Several studies were conducted seeking to address the lack of empirical research on what recruiters do to manage organizational images. Study 1 developed and validated an empirical measure of OIM. Study 2 demonstrated that OIM tactics were distinct from other phenomena encountered by job seekers as part of the recruitment process. Study 3 established predictive validity by investigating the impact of OIM on organizational images and attraction in a field experiment setting. Implications for future research in OIM, as well as recruiting organizations in the practice of OIM, are discussed. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

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References

1992Alternative Ways of Assessing Model Fit 1999Evaluating the use of exploratory factor analysis in psychological research.1989Social Identity Theory and the Organization 1984Estimating within-group interrater reliability with and without response bias.1998A Brief Tutorial on the Development of Measures for Use in Survey Questionnaires 1986Organizational Culture: Can It Be a Source of Sustained Competitive Advantage?1990Impression management: A literature review and two-component model.1997CORPORATE SOCIAL PERFORMANCE AND ORGANIZATIONAL ATTRACTIVENESS TO PROSPECTIVE EMPLOYEES.

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