Recruitment Process Outsourcing and Applicant Reactions: When Does Image Make a Difference?

Many organizations transfer parts of their recruitment process to external service providers—often referred to as recruitment process outsourcing (RPO)—to save costs and enhance the quality of their recruitment procedures. However, contrary to the expectations regarding RPO, Wehner, Giardini, and Kabst (2012) found that RPO might cause negative reactions to recruitment procedures among graduates. We extend that study by incorporating a brand equity perspective in examining whether employer image and service provider image counterbalance negative reactions among graduates. Utilizing a scenario‐based, between‐subject design, we obtain results that show that the extent of RPO negatively influences applicant reactions regardless of the employer's or service provider's image. Furthermore, we find negative mediating effects of RPO on job acceptance intention. However, the perceived fit between employer image and service provider image positively influences applicant reactions. Moreover, employer image positively influences employer attractiveness and service provider image positively influences applicants’ satisfaction with the recruitment process. Thus, a strong employer image and service provider image partially compensate for the negative effects of RPO on applicant reactions. © 2014 Wiley Periodicals, Inc.     

我国IT行业人员招聘外包的可行性分析

由于信息技术的飞速发展,IT行业对于专业人才的需求量越来越大。本文在分析了IT行业人力资源管理的特点以及招聘存在的问题基础上,从经济方面、组织方面、技术方面进行了可行性分析,得出IT行业的招聘工作外包因具有降低企业在招聘人才过程中的成本、把人力资源管理人员从繁琐的事务性工作中解放出来等优点而适合在IT行业推广的结论。     

Person–organization fit and the war for talent: does diversity management make a difference?

This study investigates the importance of diversity management in applicants' job choice decisions. According to the person–organization fit theory, individuals make assessments of fit between their personal values and the values of the organizations, and they make job choice decisions based on these assessments. A survey of 113 MBA job seekers concluded that women and ethnic minorities found diversity management to be important when accepting offers of employment. In addition, high achievers and new immigrants rated organizations with diversity management as more attractive as potential employers. The findings suggest a need to place a higher emphasis on diversity management in women and minority applicant attraction.     

企业财务外包决策方法及其选择探讨

本文首先对财务外包决策的内涵及其优势与风险进行阐述,在此基础上,对比分析了价值理念分析法、成本效益分析法和多指标综合评价法这三大财务外包决策方法,同时提出了财务外包决策方法的具体选择策略,为促进国内财务外包决策的科学性和有效性提供借鉴与启示。     

Age Discrimination: Converging Evidence from Four Australian Studies

Given that most Australian states have gone further than most U.S. states in their age discrimination legislation, it is of interest to research the types and extent of age discrimination in the recruitment and selection process in a jurisdiction that prohibits all discrimination based on age (not just against those 40 years or over). Four studies examining different parts of the process and the perspectives of different players in the system were conducted. Each study and each methodology detected converging evidence of ongoing age discrimination, from the language used in job advertisements to messages delivered by recruitment consultants to self-reports of employers to the experiences of job applicants.     

员工招聘风险防范的经济方法及其有效性分析

企业与求职者之间关于求职者能力认知的信息不对称,导致企业面临2种逆选择风险。这2种风险都会给企业带来显著的费用增加和机会损失。文章从经济学角度讨论了避免招聘风险的具体措施,并评价不同措施的有效性。     

基于ANP方法的物流外包合作伙伴选择

讨论了ANP方法的基本原理和解决复杂决策问题的步骤,并基于ANP理论及其应用软件Super-Decision研究和求解了物流外包合作伙伴选择的问题。     

Poachers and gamekeepers: processes of class-based organisational closure and usurpation in Sri Lanka’s emerging private sector

In a qualitative study based on 25 interviews, we examine highly skilled workers’ accounts of class-based closure in emerging occupational sectors in Sri Lanka. Our findings reveal holes in the entrance criteria firms demanded to secure their elite status. Highlighting how individuals who were excluded at junior levels negotiate entry at mid/senior levels, we show how ‘poachers turn into gamekeepers’, illuminating the dialectical relationship between exclusion and inclusionary usurpation. We contextualise organisational closure, highlighting the influence of wider societal effects on the process.