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Recruitment Through the Use of Corporate Websites – A Comparative Study

Citace:
EGEROVÁ, D., EGER, L. Recruitment Through the Use of Corporate Websites ? A Comparative Study. In Education Excellence and Innovation Management through Vision 2020. Norristown: International Business Information Management Association, 2017. s. 1137-1149. ISBN: 978-0-9860419-7-6
Druh: STAŤ VE SBORNÍKU
Jazyk publikace: eng
Anglický název: Recruitment Through the Use of Corporate Websites ? A Comparative Study
Rok vydání: 2017
Místo konání: Norristown
Název zdroje: International Business Information Management Association
Autoři: Doc. PaedDr. Dana Egerová Ph.D. , Doc. PaedDr. Ludvík Eger CSc.
Abstrakt EN: In recent years, the use of corporate websites to recruit potential job applicants has been playing an important role in HR practises. It is also evident that corporate websites are considered as one of the key tools for attracting and selecting Millennial generation. Despite this trend, the empirical research on the use of corporate websites for recruitment processes is still limited. The paper reports the findings from the survey focused on evaluation of 112 corporate websites in 2015 and 107 corporate websites in 2017 of the association AutoSAP in the Czech Republic with the aim to better understand how these companies use their own web space for recruiting and selection of potential job applicants. In the conducted study, 15 items broken down into three sections were used for evaluation of corporate websites and social media sites. The study accesses differences between SMEs and large enterprises in using corporate websites as an important tool of external personal marketing. On the one hand, the findings of the study show that most companies provide explicit organisational related information and available information regarding job characteristics. On the other hand, the findings indicate that most companies do not communicate components regarding their culture and do not provide content specifically targeting college or university candidates. Moreover, only a half of companies from our sample (AutoSAP) uses social media as a part of their recruitment efforts. Overall, the large enterprises achieved better assessment concerning both corporate and recruitment websites than SMEs. Findings of the study are useful for an improvement of company?s communication and their recruitment process on the Internet and for an increase of the attractiveness of companies for talented young people who are looking for their future employer.
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