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Social influences in recruitment: when is word-of-mouth most effective?

Greet Van Hoye (UGent) , Bert Weijters (UGent) , Filip Lievens (UGent) and Sara Stockman (UGent)
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Abstract
We apply a policy-capturing design to examine the conditions under which word-of-mouth is most effective in recruitment. The effect of monetary incentives is compared to other key characteristics of word-of-mouth (the source, recipient, and message content) that might affect its impact on organizational attractiveness. In a first study, unemployed job seekers (N=100) were less attracted when they knew a monetary incentive was offered to the source of positive word-of-mouth. Conversely, they were more attracted when word-of-mouth was provided by a more experienced source (employee) and by a stronger tie (friend). These findings were replicated in a second study among employed job seekers (N=213). These results offer various implications for how recruiting organizations might make effective use of word-of-mouth.
Keywords
INFORMATION-SOURCES, SOURCE CREDIBILITY, EMPLOYEE RECRUITMENT, ORGANIZATIONAL ATTRACTIVENESS, RECOMMENDATIONS, IDENTITY, IMAGE, JOB SEARCH

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MLA
Van Hoye, Greet et al. “Social Influences in Recruitment: When Is Word-of-mouth Most Effective?” INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 24.1 (2016): 42–53. Print.
APA
Van Hoye, G., Weijters, B., Lievens, F., & Stockman, S. (2016). Social influences in recruitment: when is word-of-mouth most effective? INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, 24(1), 42–53.
Chicago author-date
Van Hoye, Greet, Bert Weijters, Filip Lievens, and Sara Stockman. 2016. “Social Influences in Recruitment: When Is Word-of-mouth Most Effective?” International Journal of Selection and Assessment 24 (1): 42–53.
Chicago author-date (all authors)
Van Hoye, Greet, Bert Weijters, Filip Lievens, and Sara Stockman. 2016. “Social Influences in Recruitment: When Is Word-of-mouth Most Effective?” International Journal of Selection and Assessment 24 (1): 42–53.
Vancouver
1.
Van Hoye G, Weijters B, Lievens F, Stockman S. Social influences in recruitment: when is word-of-mouth most effective? INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT. 2016;24(1):42–53.
IEEE
[1]
G. Van Hoye, B. Weijters, F. Lievens, and S. Stockman, “Social influences in recruitment: when is word-of-mouth most effective?,” INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, vol. 24, no. 1, pp. 42–53, 2016.
@article{6852132,
  abstract     = {We apply a policy-capturing design to examine the conditions under which word-of-mouth is most effective in recruitment. The effect of monetary incentives is compared to other key characteristics of word-of-mouth (the source, recipient, and message content) that might affect its impact on organizational attractiveness. In a first study, unemployed job seekers (N=100) were less attracted when they knew a monetary incentive was offered to the source of positive word-of-mouth. Conversely, they were more attracted when word-of-mouth was provided by a more experienced source (employee) and by a stronger tie (friend). These findings were replicated in a second study among employed job seekers (N=213). These results offer various implications for how recruiting organizations might make effective use of word-of-mouth.},
  author       = {Van Hoye, Greet and Weijters, Bert and Lievens, Filip and Stockman, Sara},
  issn         = {0965-075X},
  journal      = {INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT},
  keywords     = {INFORMATION-SOURCES,SOURCE CREDIBILITY,EMPLOYEE RECRUITMENT,ORGANIZATIONAL ATTRACTIVENESS,RECOMMENDATIONS,IDENTITY,IMAGE,JOB SEARCH},
  language     = {eng},
  number       = {1},
  pages        = {42--53},
  title        = {Social influences in recruitment: when is word-of-mouth most effective?},
  url          = {http://dx.doi.org/10.1111/ijsa.12128},
  volume       = {24},
  year         = {2016},
}

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