Attracting new talent is the first stage of any recruitment process. While it is widely recognized that in order to attract applicants, organizations need to promote the strongest attributes of the organization; what many fail to recognize is that they may be fighting a losing battle if the pre-existing perceptions held by employees aren't addressed. It is widely known that firms with better reputations attract more as well as good applications qualitatively as well as quantitatively. The research available on the factors that affect job seeker’s perception of employers is scarce. Of the studies available many are inconclusive, often conflicting significantly with each other (Cable and Graham, 2000). If employers are to be successful in recruiting the best available talent, it is important that they understand their current reputation among job seekers and locate any incorrect beliefs that may be held. This process will be more effective if managers are aware of the factors that are most important in determining the perceptions of job applicants. The principal objective of this study is to identify these factors. Keywords: recruitment process, strongest attributes, pre-existing perceptions, perception of employers etc.
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- THE INTERNATIONAL MANAGER / ISSN: 2348-9413 (Online); 2348-9405 (Print)
- IDENTIFICATION OF SIGNIFICANT DETERMINANTS OF EMPLOYER BRANDING WITH REFERENCE TO MBA STUDENTS (Pages 133-145) by Mr. Aniket Pawar* and Dr. Mamta Mishra** in THE INTERNATIONAL MANAGER / ISSN: 2348-9413 (Online); 2348-9405 (Print)
IDENTIFICATION OF SIGNIFICANT DETERMINANTS OF EMPLOYER BRANDING WITH REFERENCE TO MBA STUDENTS (Pages 133-145) by Mr. Aniket Pawar* and Dr. Mamta Mishra** in THE INTERNATIONAL MANAGER / ISSN: 2348-9413 (Online); 2348-9405 (Print)
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Mr. Aniket Pawar* and Dr. Mamta Mishra**
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