Purpose: Employer branding (EB) has become a powerful tool for organizations to attract employees. Recruitment communication ideally reveals the image that companies want to portray to potential employees to attract talents with the right skills and competences for the organization. This study explores the impact of EB on employer attractiveness by testing how pre-existing employee preferences interact with EB and how this interaction affects employer attractiveness. Design/methodology/approach: A quasi-experiment among 289 final-year students was used to test the relationships between EB, perceived employer image, person-organization (P-O) fit and employer attractiveness, and the potential moderating variables of pre-existing preferences, in this case operationalized as locational preferences. Students are randomly assigned to four vacancies: one with and one without EB cues in two different locations: Groningen and Amsterdam. The authors used standard scales for attractiveness, perceptions of an employer and person-organization fit. The authors test the relationships using a regression analysis. Findings: Results suggest that if respondents have previous predispositions, then their preference can be enhanced using an EB-targeted strategy. Based on these results, the authors can conclude that EB and related practices can be successful avenues for organizations in the war for talent, particularly if they reaffirm previous preferences of potential employees. Originality/value: The research is original in the way it provides empirical evidence on the relationship between EB and attractiveness, particularly when previous employee preferences exist. This is of value to employers using EB as a tool to influence employer attractiveness.
DOCUMENT
With employer branding (EB), businesses aim to align their organizational norms with the norms of their current and prospective employees, and they explicitly communicate about the firm’s norms. Communication, however, carries different meanings depending on the context in which one operates. Also, the organizational norms may vary depending on the context, i.e., industry, different countries, and geographical context in which a firm operates. As such, the process of EB may be context-dependent, too. This study explores if and how EB is applied differently in different country and industry contexts. The analysis draws on a quantitative content analysis of 226 job vacancies targeted at highly educated graduates and professionals in IT, energy, and healthcare from the North of the Netherlands and comparable regions from Germany and Bulgaria. Our findings show that EB, as manifested in core values and distinctive characteristics, is not widely adopted in the vacancies we included in our analysis. When adopted, different values are emphasized depending on the context. General information and job-specific information are most frequent among all industries and countries. EB is a multidimensional concept with different dimensions used according to the context. The study’s main implication is that companies need to be mindful of the context in which an EB strategy is used. A one-size-fits-all approach in EB is likely not the most effective. This is particularly relevant for multinationals that adopt a worldwide organizational brand.
LINK
The huge number of images shared on the Web makes effective cataloguing methods for efficient storage and retrieval procedures specifically tailored on the end-user needs a very demanding and crucial issue. In this paper, we investigate the applicability of Automatic Image Annotation (AIA) for image tagging with a focus on the needs of database expansion for a news broadcasting company. First, we determine the feasibility of using AIA in such a context with the aim of minimizing an extensive retraining whenever a new tag needs to be incorporated in the tag set population. Then, an image annotation tool integrating a Convolutional Neural Network model (AlexNet) for feature extraction and a K-Nearest-Neighbours classifier for tag assignment to images is introduced and tested. The obtained performances are very promising addressing the proposed approach as valuable to tackle the problem of image tagging in the framework of a broadcasting company, whilst not yet optimal for integration in the business process.
DOCUMENT
Public transgressions by group members threaten the public image of a group when outside observers perceive them as representative of the group in general. In three studies, we tested the effectiveness of rejection of a deviant group member who made a racist comment in public, and compared this to several other strategies the group could employ to protect their image. In Study 1 (N¼75) and Study 2 (N¼51), the group was judged less racist after rejecting the deviant than after claiming a non-racist position or not responding to the transgression. Perceived typicality of the deviant partially mediated this effect in Study 2. In Study 3 (N¼81), the group was judged least racist after forcing the deviant to apologize and as most racist after denying the severity of the transgression. Results also showed a negative side-effect of rejection. Perceived exclusion of the deviant contributed to a perception of the group as disloyal to its members, which resulted in a less favorable overall group evaluation. Potential benefits and risks of rejection, denial, and apologies are further discussed in the General Discussion.
DOCUMENT
Mental health is important for business. In the 21st century the mental health and well-being of your employees is crucial to the success of your organisation. But, how should you as an employer start to address mental health issues in your workplace? And what activities and policies do you need to set in place? In a European campaign work. in tune with life. move europe, the European Network for Workplace Health Promotion (ENWHP) has taken the initiative to help promote mental health in workplaces. This mental health promotion campaign aims to raise awareness amongst both employers and employees
DOCUMENT
In Europe there is a deep gender imbalance in ICT professions. Only about 15% of the ICT jobs are occupied by female employees. Although the situation varies in different sectors and European countries, a gender imbalance and a professional skills shortage are common features of the ICT labour market in Europe. At a cost to both their own opportunities and society's ability to produce people with much-needed ICT skills, women continue to be underrepresented in ICT education. They represent less than 10% of the student population in ICT university programs. Although some of the barriers that women face have their foundations in cultural expectations established well before the college level, departments can take effective steps to increase recruitment and retention of women students. Several strategies have been and are being adopted in Europe and in The Netherlands to increase the number of female ICT students.
DOCUMENT
Poster KIM voor de ECR is nu online te zien via EPOS: https://epos.myesr.org/poster/esr/ecr2022/C-16092 posternummer: C-16092, ECR 2022 Purpose Artificial Intelligence (AI) has developed at high speed the last few years and will substantially change various disciplines (1,2). These changes are also noticeable in the field of radiology, nuclear medicine and radiotherapy. However, the focus of attention has mainly been on the radiologist profession, whereas the role of the radiographer has been largely ignored (3). As long as AI for radiology was focused on image recognition and diagnosis, the little attention for the radiographer might be justifiable. But with AI becoming more and more a part of the workflow management, treatment planning and image reconstruction for example, the work of the radiographer will change. However, their training (courses Medical Imaging and Radiotherapeutic Techniques) hardly contain any AI education. Radiographers in the Netherlands are therefore not prepared for changes that will come with the introduction of AI into everyday work.
LINK
Artificial Intelligence (AI) has changed radiology substantially in the last years, where the focus of attention has mainly been on the radiologist. However, the radiographer’s role has been largely ignored even though AI is also affecting for example patient positioning, treatment planning and image reconstruction: tasks that are typically carried out by radiographers (and RTTs). Radiographers are currently not prepared for the changes in their profession that will come with the introduction of AI into everyday work.
DOCUMENT
Physical inactivity is a growing public health concern. Use of mobile applications (apps) may be a powerful tool to encourage physical activity and a healthy lifestyle. For instance, apps may be used in the preparation of a running event. However, there is little evidence for the relationship between app use and change in physical activity and health in recreational runners. The aim of this study was to determine the relationship between the use of apps and changes in physical activity, health and lifestyle behaviour, and self-image of short and long distance runners.
DOCUMENT
Demographic changes, such as the ageing of society and the decline of the birth rate, are gradually leading to the loss of valuable knowledge and experience in the Dutch Labour market. This necessitates an explicit focus on workers' sustainable employment so that they can add value to the organisation throughout their career. This study looks into the way in which the workers' motivation might affect their investments into their own sustainable employment. It was conducted in a major industrial service provider, Sitech Services. The conclusion is that intrinsic motivation plays an important role in both younger and older employees, and that the younger workers undertake more action in order to give physical form to their sustainable employment than their older colleagues.
DOCUMENT
