Hogyan írjunk vonzó álláshirdetést?
A legfontosabb jelentkezést befolyásoló tényezők feltárása álláshirdetések értékelemzésén keresztül
DOI:
https://doi.org/10.14267/VEZTUD.2022.03.04Keywords:
signalling theory, job advertisements, willingness to apply, value analysis, value engineeringAbstract
The information asymmetry that appears in job advertisements creates a special situation between the advertising company and the candidates applying. In management literature, signalling theory is given a prominent role in strategic management and HR management. For businesses, designing the attributes of job advertisements is of particular importance in finding the best-skilled employees. In addition, knowledge of the characteristics and job search habits of young workers is necessary for a successful job posting process. The study aims to provide a basis for the development of a value proposition in job advertisements so that job advertisers can identify the points to be developed by incorporating the needs of job seekers. The results show that in contrast to advertisements, the importance of an attractive employer brand is of great importance for the employees. The authors used value analysis to identify the most effective and value-bearing functions which have been represented by value planning.
Downloads
References
Acarlar, G., & Bilgiç, R. (2013). Factors influencing applicant willingness to apply for the advertised job opening: the mediational role of credibility, satisfaction and attraction. The International Journal of Human Resource Management, 24(1), 50-77. https://doi.org/10.1080/09585192.2012.667427
Barber, A. E., & Roehling, M. V. (1993). Job postings and the decision to interview: A verbal protocol analysis. Journal of Applied Psychology, 78(5), 845- 856. https://doi.org/10.1037/0021-9010.78.5.845
Bartók, B., & Mitev, A. Z. (2018). Észlelt munkaadói értékajánlatok és a munkavállalók által tapasztalt valóság. Az észlelt eltérések hatása a munkaadóra irányuló munkavállalói ajánlásokra az egyes kultúrkörökben. Vezetéstudomány, 49(10-11), 56-70. https://doi.org/10.14267/VEZTUD.2018.10.05
Bata, M., & Benedek, A. (2020). Álláskeresési trendek Heves megye munkavállalói körében. Acta Carolus Robertus, 10(1064-2020-1402), 5-15. https://doi.org/10.22004/ag.econ.304143
Baum, M., & Kabst, R. (2014). The effectiveness of recruitment advertisements and recruitment websites: Indirect and interactive effects on applicant attraction. Human Resource Management, 53(3), 353-378. https://doi.org/10.1002/hrm.21571
Born, M. P., & Taris, T. W. (2010). The impact of the wording of employment advertisements on students’ inclination to apply for a job. The Journal of Social Psychology, 150(5), 485-502. https://doi.org/10.1080/00224540903365422
Carballo‐Penela, A. (2019). Enhancing social sustainability at a business level: Organizational attractiveness is higher when organizations show responsibility towards employees. Business Strategy & Development, 2(4), 372-383. https://doi.org/10.1002/bsd2.69
Celani, A., & Singh, P. (2011). Signaling theory and applicant attraction outcomes. Personnel Review, 40(2), 222-238. https://doi.org/10.1108/00483481111106093
Connelly, B. L., Certo, S. T., Ireland, R. D., & Reutzel, C. R. (2011). Signaling theory: A review and assessment. Journal of Management, 37(1), 39-67. https://doi.org/10.1177/0149206310388419
Csutorás, G. (2018). A közigazgatási szervek kihívásai az Y generációs munkaerő kezelésében-Challenges of Public Administration Organisations in Management of Y Generation workforce. Taylor: Gazdálkodás- és Szervezéstudományi Folyóirat, (1), 16-24. http://real.mtak.hu/id/eprint/79551
De Cooman, R., & Pepermans, R. (2012). Portraying fitting values in job advertisements. Personnel Review, 41(2), 216-232. https://doi.org/10.1108/00483481211200042
Donthu, N., Kumar, S., & Pattnaik, D. (2020). Intellectual structure and publication pattern in International Journal of Advertising: a bibliometric analysis during 1982–2019. International Journal of Advertising, 40(2), 1-27. https://doi.org/10.1080/02650487.2020.1756655
Ducoffe, R. H. (1996). Advertising value and advertising on the web. Journal of Advertising Research, 36(5), 21- 21.
Ducoffe, R. H. (1995). How Consumers Assess the Value of Advertising, Journal of Current Issues & Research in Advertising, 17(1), 1-18. https://doi.org/10.1080/10641734.1995.10505022
Farkas, T., & Honti T. (2020). Nem fiatalnak való vidék? A Csongrád megyei szervezetek munkáltatói márkájának vizsgálata, Társadalmi és gazdasági folyamatok elemzésének kérdései a XXI. században. Szegedi Tudományegyetem Gazdaságtudományi Kar, Szeged, https://doi.org/10.14232/tgfek21sz.16
Feldman, D. C., Bearden, W. O., & Hardesty, D. M. (2006). Varying the content of job advertisements: The effects of message specificity. Journal of Advertising, 35(1), 123-141. https://doi.org/10.2753/JOA0091-3367350108
Fodor, M. (2015). Employer Branding: Milyen a jó munkáltató? In Vállalkozásfejlesztés a XXI. században V. (pp.109-120). Budapest: Óbudai Egyetem. http://kgk.uni-obuda.hu/sites/default/files/07_FodorMonika.pdf
Friedman, B., Kahn, P. H., Borning, A., & Huldtgren, A. (2013). Value sensitive design and information systems. In Early engagement and new technologies: Opening up the laboratory (pp. 55-95). Dordrecht: Springer. https://doi.org/10.1007/978-94-007-7844-3_4
Ganesan, M., Antony, S. P., & George, E. P. (2018). Dimensions of job advertisement as signals for achieving job seeker’s application intention. Journal of Management Development, 37(5), 425-438. https://doi.org/10.1108/JMD-02-2017-0055
Garai-Fodor M., & Jackel, K. (2018). Kvalitatív kutatási eredmények a Z generáció körében-milyen karrierről álmodnak, milyen munkahelyen dolgoznának szívesen a „Z”-k. In Vállalkozásfejlesztés a XXI. században (pp. 70-80). Budapest: Óbudai Egyetem. http://kgk.uni-obuda.hu/sites/default/files/70_VF2018_VF_2018_1.pdf
Gardner, T.M., Erhardt, N.L. & Martin-Rios, C. (2011). Rebranding Employment Branding: Establishing a New Research Agenda to Explore the Attributes, Antecedents, and Consequences of Workers’ Employment Brand Knowledge. In Joshi, A., Liao, H. & Mar- tocchio, J.J. (Ed.) Research in Personnel and Human Resources Management (Research in Personnel and Human Resources Management, Vol. 30) (pp. 253- 304). Bingley: Emerald Group Publishing Limited. https://doi.org/10.1108/S0742-7301(2011)0000030008
Gregory, C. K., Meade, A. W., & Thompson, L. F. (2013). Understanding internet recruitment via signaling theory and the elaboration likelihood model. Computers in Human Behavior, 29(5), 1949-1959. https://doi.org/10.1016/j.chb.2013.04.013
Horvath, L. K., & Sczesny, S. (2016). Reducing women’s lack of fit with leadership positions? Effects of the wording of job advertisements. European Journal of Work and Organizational Psychology, 25(2), 316-328. https://doi.org/10.1080/1359432X.2015.1067611
Jain, N., & Bhatt, P. (2015). Employment preferences of job applicants: unfolding employer branding determinants. Journal of Management Development, 34(6), 634-652. https://doi.org/10.1108/JMD-09-2013-0106
Kazainé Ónodi, A. (2016). Munkavállalói preferenciák az egyetemi hallgatók körében. 159. sz. Műhelytanulmány. Budapest: Budapesti Corvinus Egyetem Vállalatgazdaságtan Intézet. http://unipub.lib.uni-corvinus.hu/2294/1/Kazai_159.pdf
Kovacs, I. (2021). Digital Marketing Soft Skills and University Students’ Perceptions of Employability. Journal of Skills Development, 1(1), 25-36. https://doi.org/10.52398/gjsd.2021.v1.i1.pp25-36
Kovács, K. (2018). Az employer branding helyzete Magyarországon. Humán Innovációs Szemle, 8-9(1-2), 68- 84.
KSH (2021). Gyorstájékoztató - Munkanélküliség, 2021. február. Budapest: KSH. https://www.ksh.hu/docs/hun/xftp/gyor/mun/mun2102.html
Lievens, F., & Slaughter, J. E. (2016). Employer image and employer branding: What we know and what we need to know. Annual Review of Organizational Psychology and Organizational Behavior, 3(1), 407-440. https://doi.org/10.1146/annurev-orgpsych-041015-062501
Lin, C. P., Tsai, Y. H., Joe, S. W., & Chiu, C. K. (2012). Modeling the relationship among perceived corporate citizenship, firms’ attractiveness, and career success expectation. Journal of Business Ethics, 105(1), 83-93. https://doi.org/10.1007/s10551-011-0949-z
Malatyinszki, Sz. (2020). Az új generáció, mint erőforrás. Multidiszciplináris kihívások, sokszínű válaszok. Taylor: Gazdálkodás- és Szervezéstudományi Folyóirat, (1), 90-101. https://doi.org/10.33565/MKSV.2020.01.07
McCormick, B. (1990). A Theory of Signalling During Job Search, Employment Efficiency, and „Stigmatised” Jobs. The Review of Economic Studies, 57(2), 299-313. https://doi.org/10.2307/2297383
Nádasdi, F., Totth, G., & Vámosi, K. (2018). Marketing vezérelt értékelemzés. Budapest: Budapesti Gazdasági Egyetem.
Nikolaou, I. (2021). What is the Role of Technology in Recruitment and Selection? The Spanish Journal of Psychology, (24), E2. https://doi.org/10.1017/SJP.2021.6
Pandey, D. L. (2019). Job Hopping Tendency in Millenials. NCC Journal, 4(1), 41-46. https://doi.org/10.3126/nccj. v4i1.24733
Perkins, L. A., Thomas, K. M., & Taylor, G. A. (2000). Advertising and recruitment: Marketing to minorities. Psychology & Marketing, 17(3), 235-255.
Reeve, C. L., & Schultz, L. (2004). Job‐seeker reactions to selection process information in job ads. International Journal of Selection and Assessment, 12(4), 343-355. https://doi.org/10.1111/j.0965-075X.2004.00289.x
Reis, G. G., & Braga, B. M. (2016). Employer attractiveness from a generational perspective: Implications for employer branding. Revista de Administração (São Paulo), 51(1), 103-116. http://dx.doi.org/10.5700/rausp1226.
Rynes, S.L. (1991). Recruitment, job choice, and post-hire consequences: A call for new research directions. In M. D. Dunnette & L. M. Howe (Eds.), Handbook of industrial and organizational psychology (pp. 399-444). Palo Alto, CA: Consulting Psychologists Press.
Rynes, S.L., Bretz, R.D., & Gerhart, B. (1991). The importance of recruitment in job choice: A different way of looking. Personnel Psychology, 44(1), 487-521. https://doi.org/10.1111/j.1744-6570.1991.tb02402.x
Sánchez-Hernández, M.I., González-López, Ó.R., Bue- nadicha-Mateos, M., & Tato-Jiménez, J.L. (2019). Work-Life Balance in Great Companies and Pending Issues for Engaging New Generations at Work. International Journal Environmental Research and Public Health, 16(24), 5122. https://doi.org/10.3390/ijerph16245122
Santiago, J. (2019). The relationship between brand attractiveness and the intent to apply for a job: A millennials’ perspective. European Journal of Management and Business Economics, 28(2), 142-157. https://doi.org/10.1108/EJMBE-12-2018-0136
SAVE International (2007). Lawrence D. Miles Value Foundation. Dictionary of Value Terms, USA.
Sisodia, S., & Chowdhary, N. (2012). Use of illustrations in recruitment advertising by service companies. Journal of Services Research, 12(2), 81-109.
Söderlund, M., & Julander, C. R. (2009). Physical attractiveness of the service worker in the moment of truth and its effects on customer satisfaction. Journal of Retailing and Consumer Services, 16(3), 216-226. https://doi.org/10.1016/j.jretconser.2008.11.008
Spence, M. (1973). Job market signaling. Quarterly Journal of Economics, 87(1), 355-374. https://doi.org/10.2307/1882010
Spence, M. (2002). Signaling in retrospect and the informational structure of markets. American Economic Review, 92(1), 434-459. https://www.jstor.org/stable/3083350
Szabó, K., Kelemen, A., & Kőmíves, P. (2017). Az Y generáció és az álláskeresés. International Journal of Engineering and Management Sciences, 2(4), 490-501. https://doi.org/10.21791/IJEMS.2017.4.39
Székely, K. (2019). A munkáltatói márkaépítés kommunikációs vetülete a vidéki kis- és középvállalkozásoknál. In Vállalkozásfejlesztés a XXI. században 2019/2 tanulmánykötet. Kihívások a marketing és a menedzsment területén a XXI. században (pp. 122-130). Budapest: Óbudai Egyetem.
Szemere, T. P. (2019). Beruházás – foglalkoztatás – generációs eltérések. In Vállalkozásfejlesztés a XXI. században 2019/1 tanulmánykötet. A negyedik ipari forradalom pénzügyi és környezeti kihívása (pp. 250-259). Budapest: Óbudai Egyetem.
Tar, Gábor (2021). Évek óta nem látott túljelentkezést hozott az álláspiacon a koronavírus. Portfolio. hu. https://www.portfolio.hu/gazdasag/20210201/evek-ota-nem-latott-tuljelentkezest-hozott-az-allaspiacon-a-koronavirus-466844
Twyman, N. W., Pentland, S. J., & Spitzley, L. (2020). Design Principles for Signal Detection in Modern Job Application Systems: Identifying Fabricated Qualifications. Journal of Management Information Systems, 37(3), 849-874. https://doi.org/10.1080/07421222.2020.1790201
Uggerslev, K. L., Fassina, N. E., & Kraichy, D. (2012). Recruiting through the stages: A meta‐analytic test of predictors of applicant attraction at different stages of the recruiting process. Personnel Psychology, 65(3), 597-660. https://doi.org/10.1111/j.1744-6570.2012.01254.x
Walker, H. J., Bauer, T. N., Cole, M. S., Bernerth, J. B., Feild, H. S., & Short, J. C. (2013). Is this how I will be treated? Reducing uncertainty through recruitment interactions. Academy of Management Journal, 56(5), 1325-1347. https://doi.org/10.5465/amj.2011.0196
Walker, H. J., Feild, H. S., Giles, W. F., & Bernerth, J. B. (2008). The interactive effects of job advertisement characteristics and applicant experience on reactions to recruitment messages. Journal of Occupational and Organizational Psychology, 81(4), 619-638. https://doi.org/10.1348/096317907X252487
Wang, L. (2018). To Evaluate the Comprehensive Effect of Advertising by Using Value Engineering Theory. DEStech Transactions on Social Science, Education and Human Science, 10(1), 300-304. https://doi.org/10.12783/dtssehs/emss2018/24079
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2022 Vezetéstudomány / Budapest Management Review
This work is licensed under a Creative Commons Attribution 4.0 International License.
Authors assign copyright to Vezetéstudomány / Budapest Management Review. Authors are responsible for permission to reproduce copyright material from other sources.
