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External Recruiting Strategies and Methods

The effectiveness of different types of recruiting methods and strategies has also received research attention over the past decade. Recruitment strategies and outcomes may be influenced by a variety of global factors, including culture, brand importance and reputational effects. For example, word-of-mouth recruitment may be more important in collec- tivistic cultures than in individualistic cultures because collectivistic cultures may rely on strong ties as sources of information (Ma & Allen, 2009). Research on the role of job advertisement wording in recruiting effectiveness, employer brand image, cross-national advertising and how the internet is being used to recruit internationally mobile talent is discussed next.

Job advertisement wording

Including information on important competences and characteristics related to success in international assignments in job advertisements has the potential to influence the quality and quantity of job applicants for positions requiring international travel. The wording of job advertisements has been found to interact with the individual difference of global openness to influence recruiting outcomes. Phillips and colleagues (2014) found that people with a very high level of global openness and flexibility were more likely to perceive job or organizational fit when a global organizational presence was mentioned in a job ad. However, people with a very low level of global openness were less likely to perceive strong job or organizational fit when a global organizational presence was communicated in the advertisement. Research has also found that individual values (work-centrism, money orientation and collectivism) exert both direct and indirect effects on job seekers’ attraction to Japanese companies (Kim, Froese & Cox, 2012). It has also been suggested that the degree to which information on hierarchical relationships and individual versus team rewards is communicated in job advertisements will differentially influence attraction and recruitment outcomes in various types of cultural contexts (Ma & Allen, 2009).

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