Job Fairs and Perceptions of Company Attractiveness : Evidence From Japanese Companies Recruiting Overseas

Karavasilev, Yani; Yamanami, Chika; Kohara, Miki

Job Fairs and Perceptions of Company Attractiveness : Evidence From Japanese Companies Recruiting Overseas

Karavasilev, Yani; Yamanami, Chika; Kohara, Miki

OSIPP Discussion Paper, 2019, DP-2019-E-012, 1-41

アクセス数:306件（2025-07-01 17:21 集計）

固定URL: https://hdl.handle.net/11094/73681

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タイトル	Job Fairs and Perceptions of Company Attractiveness : Evidence From Japanese Companies Recruiting Overseas
著者	著者名 Karavasilev, Yani
	著者名 Yamanami, Chika
	NRID 1000080304046 1000080304046 researchmap permalink mkohara mkohara Scopus Author ID 7006747197 7006747197 著者名 Kohara, Miki
キーワード等	Impression management
	job matching
	job fairs
	international recruitment
	company image
	optimal staff heterogeneity
抄録	Research on impression management has continuously highlighted the importance of a company’s brand equity in attracting talent. Whereas the determinants of company attractiveness are well documented, less is known about the effects of recruitment tactics, particularly in non-Western settings. We investigated these effects using survey data from 13 Japanese multinational companies (MNCs) and 436 international job seekers collected before and after a large-scale career fair held in Singapore in 2017. The unconventional setup of the fair allowed us to conduct the survey in a semi-experimental setting. Using endogeneity-robust linear, logit and probit models, we found that recruitment tactics significantly affect perceptions of company attractiveness regardless of job seekers’ pre-existing beliefs. The effect is larger in cases of high person-organization fit. The mechanism modulating this effect is the image of personnel heterogeneity a company is able to project through the characteristics of its recruiting staff. We identify the key dimensions of heterogeneity and provide estimates of the optimal personnel heterogeneity levels. Our findings build on previous research on targeted recruitment in Western settings, showing that the success of international recruitment is contingent not only on fixed firm characteristics, but also on a firms’ impression management tactics throughout the recruitment process.
出版者	Osaka School of International Public Policy, Osaka University
収録物名	OSIPP Discussion Paper
巻(号)	DP-2019-E-012
ページ	1-41
刊行年月	2019-11-28
言語	英語
ハンドルURL	https://hdl.handle.net/11094/73681
関連情報 (references)	URI http://www.osipp.osaka-u.ac.jp/archives/DP/2019/DP2019E012.pdf
アクセス権	metadata only access
カテゴリ	ディスカッション／ワーキング・ペーパー DP/WP
カテゴリ	OSIPP Discussion Paper

資源タイプ	テクニカルレポート
ローカル資源タイプ	ディスカッション／ワーキング・ペーパー
DCMI資源タイプ	text
DCTERMS.bibliographicCitation	OSIPP Discussion Paper. 2019, DP-2019-E-012, p. 1-41
DC.title	Job Fairs and Perceptions of Company Attractiveness : Evidence From Japanese Companies Recruiting Overseas
DC.creator	Karavasilev, Yani
	Yamanami, Chika
	Kohara, Miki
DC.publisher	Osaka School of International Public Policy, Osaka University
DC.language' scheme='DCTERMS.RFC1766	英語
DC.type' scheme='DCTERMS.DCMIType	text
DCTERMS.issued' scheme='DCTERMS.W3CDTF	2019-11-28
DC.relation' scheme='DCTERMS.URI	http://www.osipp.osaka-u.ac.jp/archives/DP/2019/DP2019E012.pdf
DC.subject	Impression management
	job matching
	job fairs
	international recruitment
	company image
	optimal staff heterogeneity
DCTERMS.abstract	Research on impression management has continuously highlighted the importance of a company’s brand equity in attracting talent. Whereas the determinants of company attractiveness are well documented, less is known about the effects of recruitment tactics, particularly in non-Western settings. We investigated these effects using survey data from 13 Japanese multinational companies (MNCs) and 436 international job seekers collected before and after a large-scale career fair held in Singapore in 2017. The unconventional setup of the fair allowed us to conduct the survey in a semi-experimental setting. Using endogeneity-robust linear, logit and probit models, we found that recruitment tactics significantly affect perceptions of company attractiveness regardless of job seekers’ pre-existing beliefs. The effect is larger in cases of high person-organization fit. The mechanism modulating this effect is the image of personnel heterogeneity a company is able to project through the characteristics of its recruiting staff. We identify the key dimensions of heterogeneity and provide estimates of the optimal personnel heterogeneity levels. Our findings build on previous research on targeted recruitment in Western settings, showing that the success of international recruitment is contingent not only on fixed firm characteristics, but also on a firms’ impression management tactics throughout the recruitment process.
DC.format	73681
citation_title	Job Fairs and Perceptions of Company Attractiveness : Evidence From Japanese Companies Recruiting Overseas
citation_author	Karavasilev, Yani
	Yamanami, Chika
	Kohara, Miki
citation_publisher	Osaka School of International Public Policy, Osaka University
citation_language	英語
citation_date	2019-11-28
citation_journal_title	OSIPP Discussion Paper
citation_volume	DP-2019-E-012
citation_firstpage	1
citation_lastpage	41
citation_public_url	https://hdl.handle.net/11094/73681
citation_abstract_html_url	http://www.osipp.osaka-u.ac.jp/archives/DP/2019/DP2019E012.pdf

Job Fairs and Perceptions of Company Attractiveness : Evidence From Japanese Companies Recruiting Overseas

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