Purpose

The study aims to understand the signaling effects of two major recruitment advertisement (ad) contents – job attributes and organizational attributes (OA) – on the perceptions and application intentions (AIs) of potential job seekers.

Design/methodology/approach

A fictitious faculty job ad based on existing real ads was created as a stimulus and the responses to the ad were collected from 270 job seekers of the academic domain in India. The partial least square-structural equation modeling was used to test the hypothetical relationships.

Findings

Drawing from the concept of signaling theory and instrumental-symbolic framework, the results revealed that job attributes and OA exhibit strong signals that generate the following perceptual outcomes in a job seeker – organizational attractiveness, attitude and person-organization fit. These perceptual outcomes mediated effectively to induce an AI in a job seeker. Signals from information on job attributes had a more significant effect on the job seeker than signals from information on OA.

Practical implications

The outcome of the study provides preparatory guidelines to academicians, institutional recruiters and recruitment agencies in posting an effective job ad.

Originality/value

From an Indian context, this is the first paper to present distinctive job advertising strategies to be implemented in the academic institutional recruitment communication.

中文翻译：

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了解工作和组织属性作为招聘广告的信号

目的

该研究旨在了解两大招聘广告 (ad) 内容——工作属性和组织属性 (OA)——对潜在求职者的认知和申请意向 (AI) 的信号效应。

设计/方法/方法

创建了一个基于现有真实广告的虚构教师招聘广告作为激励措施，并从印度学术领域的 270 名求职者中收集了对该广告的回应。偏最小二乘结构方程模型用于检验假设关系。

发现

从信号理论和工具符号框架的概念出发，结果表明，工作属性和 OA 表现出强烈的信号，在求职者中产生以下感知结果——组织吸引力、态度和人与组织的契合度。这些感知结果有效地介导了求职者的人工智能。来自工作属性信息的信号对求职者的影响比来自 OA 信息的信号更显着。

实际影响

研究结果为院士、机构招聘人员和招聘机构提供了发布有效招聘广告的准备指南。

原创性/价值

从印度的角度来看，这是第一篇提出在学术机构招聘沟通中实施的独特招聘广告策略的论文。