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Reactions towards diversity recruitment and the moderating influence of the recruiting firms' country-of-origin

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  • Baum, Matthias
  • Sterzing, Anke
  • Alaca, Neslim

Abstract

This study examines how diversity messages in recruitment advertisements affect the attraction of minority and majority group member applicants (here, minorities are defined as ethnic minorities, i.e., inhabitants with a migration background). Drawing on international management research, we evaluated whether the country-of-origin of the recruiting firm affects applicant attraction, and whether the effect of diversity recruitment messages is moderated by the recruiting firm's country-of-origin. To test our hypotheses, we conducted an experimental study with 387 participants and demonstrated that diversity messages contribute to minority applicants' attraction. Further, we found that minority applicants react positively if the recruiting firm is from their home country. However, the results illustrate that diversity recruitment only positively influences minority jobseekers' attractiveness towards an employer if the recruiting firm does not stem from their home country. Thus, our paper provides a contingent perspective about determinants of minority attraction.

Suggested Citation

  • Baum, Matthias & Sterzing, Anke & Alaca, Neslim, 2016. "Reactions towards diversity recruitment and the moderating influence of the recruiting firms' country-of-origin," Journal of Business Research, Elsevier, vol. 69(10), pages 4140-4149.
    • Handle: RePEc:eee:jbrese:v:69:y:2016:i:10:p:4140-4149
    DOI: 10.1016/j.jbusres.2016.03.037
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    3. Anja Iseke & Kerstin Pull, 2019. "Female Executives and Perceived Employer Attractiveness: On the Potentially Adverse Signal of Having a Female CHRO Rather Than a Female CFO," Journal of Business Ethics, Springer, vol. 156(4), pages 1113-1133, June.
    4. Gutiérrez, Angélica S. & Saint Clair, Julian K., 2018. "Do organizations' diversity signals threaten members of the majority group? The case of employee professional networks," Journal of Business Research, Elsevier, vol. 89(C), pages 110-120.
    5. Schmoll, René & Süß, Stefan, 2019. "Working Anywhere, Anytime: An Experimental Investigation of Workplace Flexibility's Influence on Organizational Attraction," management revue - Socio-Economic Studies, Nomos Verlagsgesellschaft mbH & Co. KG, vol. 30(1), pages 40-62.
    6. Rudic, Biljana & Hubner, Sylvia & Baum, Matthias, 2021. "Hustlers, hipsters and hackers: Potential employees’ stereotypes of entrepreneurial leaders," Journal of Business Venturing Insights, Elsevier, vol. 15(C).

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