Sociale media zijn alomtegenwoordig vandaag de dag, en ook bedrijven beginnen de voordelen ervan in te zien omdat zoveel mensen er gebruik van maken. In deze masterproef worden vacatures in de krant Metro vergeleken met vacatures op sociale media, meer bepaald Facebook en LinkedIn. Deze sociale media werden gekozen omdat LinkedIn eerder voor professionelen is en Facebook meer voor in de vrije tijd. De meeste onderzoeken gaan over de vergelijking tussen aanwerving via websites en via kranten, maar het is ook belangrijk om vacatures op sociale media te vergelijken met vacatures in kranten omdat dit een recenter fenomeen is. Naast het medium werd ook de invloed van de sector onderzocht op de attitude tegenover het bedrijf, de aantrekkelijkheid van het bedrijf als werkgever en de sollicitatie-intentie. Er werd gekozen voor de voedingssector en de IT-sector, omdat er in de IT-sector een hogere adoptie is van sociale media als in de voedingssector en volgens onderzoek werken online aanwervingsmethoden ook beter voor bedrijven die iets te maken hebben met technologie. Een gepaste werknemer vinden om een vacature in te vullen blijft belangrijk voor een bedrijf, ondanks veranderingen in de manier van werken en technologische vooruitgang. Enkele kenmerken van een goede werknemer zijn talent, motivatie, competentie en de juiste kennis en vaardigheden voor de job.
De methode voor deze masterproef is een online experiment met een 3 x 2 between subjects design. Uit de resultaten bleek dat het medium geen significante invloed had op de attitude tegenover het bedrijf, de aantrekkelijkheid van het bedrijf en de sollicitatie-intentie. De sector had wel een invloed op de aantrekkelijkheid van het bedrijf als werkgever, meer specifiek werd het bedrijf in de voedingssector aantrekkelijker bevonden. Dit effect viel echter weg als er gecontroleerd werd voor leeftijd, geslacht, betrokkenheid bij de sector en sociale mediagebruik. Tot slot bleek nog uit de analyses dat het medium een andere invloed had op de sollicitatie-intentie, maar enkel bij de IT-sector en als de controlevariabelen werden toegevoegd aan de analyse. De deelnemers hadden het meest de neiging om op de vacature in te gaan na het zien van de vacature op Facebook. Betrokkenheid met de sector had telkens een positief verband met de variabelen.
Deze studie heeft zowel voor onderzoekers als voor bedrijven gevolgen. Er wordt een bijdrage geleverd aan de bestaande literatuur rond nieuwe werknemers aantrekken en aanwerven en meer specifiek rond aanwerving via sociale media. Vervolgonderzoek zou moeten onderzoeken of het een verschil maakt om wel eigenschappen van een rijk medium te gebruiken bij de vacatures op sociale media, dit werd in deze studie niet gedaan om de verschillende condities gelijk te houden. Een andere optie is om hetzelfde onderzoek te repliceren, maar met een meer specifieke doelgroep of in een ander land. Nog een mogelijkheid is om een kwalitatief onderzoek te doen, zodat deelnemers uitgebreider en onmiddellijk hun mening kunnen geven. Ten tweede voor bedrijven geeft de studie een handig overzicht van verschillende methoden van aanwerving met de voor- en nadelen. Verder kan er rekening mee gehouden worden dat betrokkenheid bij de sector een belangrijke factor is, bedrijven kunnen bijvoorbeeld vacatures specifieker richten op een bepaald publiek.
A. Carrillat, F., d’Astous, A., & Morissette Grégoire, E. (2014). Leveraging social media to enhance recruitment effectiveness: A Facebook experiment. Internet Research, 24(4), pp. 474-495.
Acquisti, A., & Fong, C. M. (2013). An experiment in hiring discrimination via online social networks. Available at SSRN 2031979.
Ajzen, I. (1991). The theory of planned behavior. Organizational behavior and human decision processes, 50(2), pp. 179-211.
Ajzen, I., & Fishbein, M. (1977). Attitude-behavior relations: A theoretical analysis and review of empirical research. Psychological bulletin, 84(5), pp. 888.
Allden, N., & Harris, L. (2013). Building a positive candidate experience: Towards a networked model of e-recruitment. Journal of Business Strategy, 34(5), pp.36–47.
Allen, D. G., Mahto, R. V., & Otondo, R. F. (2007). Web-based recruitment: effects of information, organizational brand, and attitudes toward a Web site on applicant attraction. Journal of Applied Psychology, 92(6), pp. 1696. Allen, D. G., Scotter, J. R., & Otondo, R. F.
(2004). Recruitment communication media: Impact on prehire outcomes. Personnel Psychology,57(1), pp. 143-171. Andrews, C. (2012). Social media recruitment. Applied Clinical Trials, 21(11), pp.32-34,36,38-39,41 42.
Backhaus, K., & Tikoo, S. (2004). Conceptualizing and researching employer branding. Career development international, 9(5), pp. 501-517.
Barber, A. E. (1998). Recruiting employees: Individual and organizational perspectives. Thousand Oaks, California: Sage.
Barber, A. E., & Roehling, M. V. (1993). Job posting and the decision to interview: A verbal protocol analysis. Journal of Applied Psychology, 78, pp. 845–856.
Bartkiw, T. J. (2012). Unions and temporary help agency employment. Relations industrielles/Industrial relations, 67(3), pp. 453-476.
Bartram, D. (2000). Internet recruitment and selection: Kissing frogs to find princes. International journal of selection and assessment, 8(4), pp. 261-274.
Barrick, M. R., Shaffer, J. A., & DeGrassi, S. W. (2009). What you see may not be what you get: relationships among self-presentation tactics and ratings of interview and job performance. Journal of Applied Psychology, 94(6), pp. 1394.
Batson, C. D. (1990). 16 Self-report ratings of empathic emotion. Empathy and its development, pp. 356.
Beal, A., & Strauss, J. (2009). Radically transparent: Monitoring and managing reputations online.
John Wiley & Sons. Bergomi, C., Tschacher, W., & Kupper, Z. (2013). The assessment of mindfulness with self-report measures: existing scales and open issues. Mindfulness, 4(3), pp. 191-202.
Black, D. A., Makar, H. R., Sanders, S. G., & Taylor, L. J. (2003). The earnings effects of sexual orientation on earning. Industrial and Labor Relations Review, 56(3), pp. 449-469.
Blau, G. (1990). Exploring the mediating mechanisms affecting the relationship of recruitment source to employee performance. Journal of Vocational Behavior, 37, pp. 303–320.
Bolin, A., & Heatherly, L. (2001). Predictors of employee deviance: The relationship between bad attitudes and bad behavior. Journal of Business and Psychology, 15(3), pp. 405-418.
Boyd, M. D., & Ellison, B. N. (2008). Social network sites: Definition, history, and scholarship. Journal of Computer-Mediated Communication, 13(1), pp. 210–230.
Breaugh, J. A. (1992). Recruitment: Science and practice. Boston: PWS-Kent. Breaugh, J. A. (2009). Recruiting and attracting talent: A guide to understanding and managing the recruitment process. SHRM Foundation’s Effective Practice Guidelines Series. Breaugh, J. A. (2014). Employee recruitment. Annual Review of Psychology, 64, pp.389-416
Breaugh, J. A., & Mann, R. B. (1984). Recruiting source effects: A test of two alternative explanations. Journal of Occupational Psychology, 57, pp. 261–267.
Breaugh, J. A., & Starke, M. (2000). Research on employee recruitment: So many studies, so many remaining questions. Journal of Management, 26, pp. 405–434.
Brock, T. C. (1968). Implications of commodity theory for value change. Psychological foundations of attitudes, pp. 243-275.
Bucalo, J. (1983). Good advertising can be more effective than other recruitment tools. Personnel Administrator, 28, pp. 73-79. Cable, D. M., & Turban,
D. B. (2003). The value of organizational reputation in the recruitment context: A brand‐equity perspective. Journal of Applied Social Psychology, 33(11), pp. 2244 2266.
Caers, R., & Castelyns, V. (2010). LinkedIn and Facebook in Belgium: the influences and biases of social network sites in recruitment and selection procedures. Social Science Computer Review, 29(4), pp. 437-448.
Castilla, E. J. (2005). Social networks and employee performance in a call center. American journal of sociology, 110(5), pp. 1243-1283.
Chapman, D. S., Uggerslev, K. L., Carroll, S. A., Piasentin, K. A., & Jones, D. A. (2005). Applicant attraction to organizations and job choice: a meta-analytic review of the correlates of recruiting outcomes. Journal of applied psychology,90(5), pp. 928.
Chyi, H. I., & Huang, J. S. (2011). Demystifying the demand relationship between online and print products under one newspaper brand: The case of Taiwan and the emergence of a universal pattern. Asian Journal of Communication, 21(3), pp. 243-261.
Cober, R. T., Brown, D. J., Keeping, L. M., & Levy, P. E. (2004). Recruitment on the Net: How do organizational Web site characteristics influence. Journal of Management, 30(5), pp. 623-646.
Cook T. (1979). Competence, counterarguing, and attitude change. Journal of Personality, 37, pp. 342-358.
Cotton, J. L., O’Neill, B. S., & Griffin, A. (2008). The ‘‘name game’’: Affective and hiring reactions to first names. Journal of Managerial Psychology, 23, pp. 18-39.
Creswell, J. W. (2013). Research design: Qualitative, quantitative, and mixed methods approaches. United States of America: Sage publications.
Cuyvers, L., De Lombaerde, P., & Rayp, G. (2011). The labour market consequences of globalisation and regionalisation. International Journal of Manpower, 32(3), pp. 252-256.
Davies, K. (2008). Job hunting in the UK using the Internet: finding your next information professional role in the health care sector and the skills employers require. Health Information & Libraries Journal, 25(2), pp. 106-115. Daft, R. L., & Lengel, R. H. (1984). Information Richness: A New Approach to Managerial Behaviour and Organizational Design. Research in Organizational Behaviour, 6, pp. 191-233.
Daft RL, Lengel RH. (1986). Organizational information requirements, media richness, and structural design. Management Science, 32, pp. 554-571. Davis-Blake, A., & Uzzi, B. (1993). Determinants of employment externalization: A study of temporary workers and independent contractors. Administrative Science Quarterly, pp. 195 223.
DelVecchio, D., Jarvis, C. B., Klink, R. R., & Dineen, B. R. (2007). Leveraging brand equity to attract human capital. Marketing Letters, 18(3), pp. 149-164.
Digital Marketing Resource Center (2015). Leveraging the big 7 social channels for competitive advantage. [06.02.2015, Digital Marketing Resource Center: http://dmresourcecenter.com/unit-3/big-seven-social-channels/]. Dion, K., Berscheid, E., & Walster, E. (1972). What is beautiful is good. Journal of Personality and Social Psychology, 24, pp. 285–290. Doherty,
R. (2010). Getting social with recruitment. Strategic HR Review, 9(6), pp. 11–15.
Drydakis, N. (2009). Sexual orientation discrimination in the labour market. Labour Economics, 16, pp. 364-372.
Dubois, M., & Pansu, P. (2004). Facial attractiveness, applicants’ qualifications and judges’ expertise about decisions in preselective recruitment. Psychological Reports, 95, pp. 1129-1134.
Dunlop, P. D., & Lee, K. (2004). Workplace deviance, organizational citizenship behavior, and business unit performance: The bad apples do spoil the whole barrel. Journal of Organizational Behavior, 25(1), pp. 67-80.
Ec Europa (juli 2013). Business opportunities: Social Media. [16.12.2014, Ec Europa: http://ec.europa.eu/enterprise/dem/sites/default/files/pagefiles/social…]. Edwards, M. R. (2009). An integrative review of employer branding and OB theory.
Personnel Review, 39(1), pp. 5-23. ERI (1999) 1999 Electronic Recruiting Index: The industry matures. Executive Summary. [19.12.2014, ERI: http://www.interbiznet.com].
Eurostat (2013). Unemployment Rates. [16.02.2015, http://appsso.eurostat.ec.europa.eu/nui/show.do?dataset=une_rt_m&lang=en]. Facebook (2015). Company Info. [15.03.2015, Facebook: https://newsroom.fb.com/company-info/].
Fedor, D. B., Buckley, M. R., & Davis, W. D. (1997). A model of the effects of realistic job previews. International Journal of Management, 14, pp. 211–221.
Fernandez, R. M., & Weinberg, N. (1997). Sifting and sorting: Personal contacts and hiring in a retail bank. American Sociological Review, 62(6), pp. 883-902.
Fonteyn, M. E., Kuipers, B., & Grobe, S. J. (1993). A description of think aloud method and protocol analysis. Qualitative Health Research, 3(4), pp. 430-441. Forde, C. (2001). Temporary arrangements: the activities of employment agencies in the UK. Work, Employment & Society, 15(3), pp. 631-644.
Fuller, S., & Vosko, L. F. (2008). Temporary employment and social inequality in Canada: Exploring intersections of gender, race and immigration status. Social indicators research, 88(1), pp. 31 50.
Fyock, C. (1988). New ways to say "help wanted". Personnel Administrator, 33, pp. 100. Gaines, B. J., Kuklinski, J. H., & Quirk, P. J. (2007). The logic of the survey experiment reexamined. Political Analysis, 15(1), pp. 1-20.
Galanaki, E. (2002). The decision to recruit online: A descriptive study. Career Development International, 7, pp. 243-251.
Gomes, D., & Neves, J. (2011). Organizational attractiveness and prospective applicants' intentions to apply. Personnel Review, 40(6), pp. 684-699. Graham, G., & Greenhill, A. (2013). Exploring interaction: print and online news media synergies. Internet Research, 23(1), pp. 89-108.
Greengard, S. (2012). Picking—and keeping—the cream of the crop: Smart strategies are needed for both recruitment and retention of talent. Human Resource Management International Digest, 20(3), pp. 26–29.
Green, P. A., & Park, J. S. (2013). Evaluation of a Navigation Radio Using the Think-Aloud Method. International Journal of Vehicular Technology, 2013.
Griffin, R. W., & Lopez, Y. P. (2005). “Bad behavior” in organizations: A review and typology for future research. Journal of Management, 31(6), pp. 988-1005.
Hausdorf, P. A., & Duncan, D. (2004). Firm size and Internet recruiting in Canada: A preliminary investigation. Journal of small business management,42(3), pp. 325-334.
Headworth, A. (09.02.2010). Is there a better quote in Social Recruiting? [19.04.2015, Sirona: http://sironaconsulting.com/2010/02/09/is-there-a-better-quote-in-socia…].
Heery, E. (2004). The trade union response to agency labour in Britain. Industrial Relations Journal, 35(5), pp. 434-450. Hendon, D. (1973). How mechanical factors affect ad perception. Journal of Advertising Research, 13, pp. 39-43.
Herbold, J., & Douma, B. (2013). Students use of social media for job seeking. CPA Journal, 83(4), pp. 68-71.
Highhouse, S. Beadle, D., Gallo, A., & Miller, L. (1998). Get ’em while they last! Effects of information scarcity in job advertisements. Journal of Applied Social Psychology, 28, pp. 779– 795.
Highhouse, S., Lievens, F., & Sinar, E. F. (2003). Measuring attraction to organizations. Educational and Psychological Measurement, 63(6), pp. 986-1001.
Holbrook, M., & Lehman, D. (1980). Form versus content in predicting starch scores. Journal of Advertising Research, 20, pp. 53-62.
Hom, P. W., Griffeth, R. G., Palich, L. E., & Bracker, J. S. (1998). An exploratory investigation into theoretical mechanisms underlying realistic job previews. Personnel Psychology, 51, pp. 421– 451.
Hughes, D. J., Rowe, M., Batey, M., & Lee, A. (2012). A tale of two sites: Twitter vs. Facebook and the personality predictors of social media usage. Computers in Human Behavior, 28(2), pp. 561-569.
Hunt, K. (2010). Finders keepers: Social media strategies help find top talent. Journal of property management, 75, pp. 36-40.
Huffcutt, A. I. (2011). An empirical review of the employment interview construct literature. International Journal of Selection and Assessment, 19(1), pp. 62-81. Internet Live Stats (2014). Internet Users. [26.03.2015, Internet Live Stats: http://www.internetlivestats.com/internet-users/]. Jones, D. A., Shultz, J. W., & Chapman, D. S. (2006). Recruiting through job advertisements: The effects of cognitive elaboration on decision making. International Journal of Selection and Assessment, 14(2), pp. 167-179. Joos, J. G. (2008). Social media: New frontiers in hiring and recruiting. Employment Relations Today, 35(1), pp. 51-59.
Junco, R. (2012). The relationship between frequency of Facebook use, participation in Facebook activities, and student engagement. Computers and Education, 58(1), pp. 162-171.
Kalick, S. M., Zebrowitz, L. A., Langlois, J. H., & Johnson, R. M. (1998). Does human facial attractiveness honestly advertise health? Longitudinal data on an evolutionary question. Psychological Science, 9, pp. 8-13.
Kaplan, A. B., Aamodt, M. G., & Wilk, D. (1991). The relationship between advertisement variables and applicant responses to newspaper recruitment advertisements. Journal of Business and Psychology, 5(3), pp. 383-395.
Keller, K. L. (1993). Conceptualizing, measuring, and managing customer-based brand equity. Journal of Marketing, 57, pp. 1–22.
Kim, M. S., & Hunter, J. E. (1993). Relationships Among Attitudes, Behavioral Intentions, and Behavior A Meta-Analysis of Past Research, Part 2. Communication research, 20(3), pp. 331 364.
Lahey, J. (2008). Age, women, and hiring: An experimental study. Journal of Human Resources, 43, pp. 30-56.
Lautsch, B. A. (2002). Uncovering and explaining variance in the features and outcomes of contingent work. Industrial & labor relations review, 56(1), pp. 23-43. LinkedIn (2015). Over LinkedIn. [15.03.2015, LinkedIn: https://www.linkedin.com/about us?trk=hpabout].
Lievens, F., van Dam, K. and Anderson, N. (2002). Recent trends and challenges in personnel selection. Personnel Review, 31(5), pp. 580–601.
Lynn, M. (1991). Scarcity effects on value: A quantitative review of the commodity theory literature. Psychology & Marketing, 8(1), pp. 43-57.
Mani, V. (2012). The Effectiveness of Employee Referral as a Recruitment Source. International Journal of Management Sciences and Business Research, 1(11), pp. 12-25.
Martin, B. (1987). Recruitment ad ventures. Personnel Journal, 66, pp. 46-63.
Martin, G., Gollan, P. J., & Grigg, K. (2011). Is there a bigger and better future for employer branding? Facing up to innovation, corporate reputations and wicked problems in SHRM. The International Journal of Human Resource Management, 22(17), pp. 3618-3637.
Meglino, B. M., DeNisi, A. S., Youngblood, S. A., & Williams, K. J. (1988). Effects of realistic job previews: A comparison using an enhancement and a reduction preview. Journal of Applied Psychology, 73, pp. 259–266.
Melanthiou, Y., Pavlou, F., & Constantinou, E. (2015). The Use of Social Network Sites as an E Recruitment Tool. Journal of Transnational Management, 20(1), pp. 31-49.
Minton-Eversole, T. (2007). E-recruitment comes of age, survey says. HRMagazine, 52(8), 34-34.
Mitchell, A.A., Olson, J.C. (1981). Are product attribute beliefs the only mediator of advertising effects on brand attitude? Journal of Marketing Research, 18(3), pp. 318-332.
Mitlacher, L. W. (2007). The role of temporary agency work in different industrial relations systems— A comparison between Germany and the USA. British Journal of Industrial Relations, 45(3), pp. 581-606. Nienhüser, W., & Baumhus, W. (2002). „Fremd im Betrieb “: Der Einsatz von Fremdfirmenpersonal als Arbeitskräftestrategie. Zeitschrift für Personalforschung/German Journal of Research in Human Resource Management, pp. 61-120.
Orrick, D. (2008). Employee referral systems. Law & Order, 56, pp. 18. Orth, U. R., Oppenheim, P. P., & Firbasova, Z. (2005). Measuring message framing effects across Europe. Journal of targeting, measurement and analysis for marketing, 13(4), 313-326.
Paddison, L. (1990). The Targeted Approach to Recruitment. Personnel Management, November 1990.
Pager, D. (2003). The mark of a criminal record. American Journal of Sociology, 108, pp. 937-975.
Parry, E., & Tyson, S. (2008). An analysis of the use and success of online recruitment methods in the UK. Human Resource Management Journal, 18(3), pp. 257-274.
Phillips, J. M. (1998). Effects of realistic job previews on multiple organizational outcomes: A meta analysis. Academy of Management Journal, 41, pp. 673–690.
Premack, S. L., & Wanous, J. P. (1985). A meta-analysis of realistic job preview experiments. Journal of Applied Psychology, 70, pp. 706–719. Preston, L. E., & O’Bannon, D. P. (1997). The corporate social-financial performance relationship. Business and society, 36(4), pp. 419-429.
Purkiss, S. L. S., Perrewé, P. L, Gillespie, T. L., Mayes, B. T., & Ferris, G. R. (2006). Implicit sources of bias employment interview judgments and decisions. Organizational Behavior and Human Decision Processess, 101, pp. 152-167.
Rawlinson, H. (1988). What do your classified ads say about you? Recruitment Today, 1, pp. 47-52.
Reips, U. D. (2000). The Web experiment method: Advantages, disadvantages, and solutions. Psychological experiments on the Internet, pp. 89-117.
Riach, P. A., & Rich, R. J. (2002). Field experiments of discrimination in the market place. Economic Journal, 112, pp. 480-518.
Rindova, V. P., Williamson, I. O., Petkova, A. P., & Sever, J. M. (2005). Being good or being known: An empirical examination of the dimensions, antecedents, and consequences of organizational reputation. Academy of Management Journal, 48(6), pp. 1033-1049.
Roberts, S. J., & Roach, T. (2009). Social Networking Web Sites and Human Resource Personnel: Suggestions for Job Searches. Business Communication Quarterly, 72(1), pp. 110-114.
Robinson, S. L., & Bennett, R. J. (1995). A typology of deviant workplace behaviors: A multidimensional scaling study. Academy of management journal,38(2), pp. 555-572.
Roselius, T. (1971). Consumer rankings of risk reduction methods. The journal of marketing, 56-61.
Rozelle, A. L., & Landis, R. S. (2002). An examination of the relationship between use of the Internet as a recruitment source and student attitudes. Computers in Human Behavior, 18(5), pp. 593-604.
Ryan, G., Gubern, M., & Rodriguez, I. (2000). Recruitment advertising: The marketing-human resource interface. International Advances in Economic Research, 6(2), pp. 354-364.
Rynes, S. L. (1989). Recruitment, job choice, and post-hire consequences: A call for new research directions. CAHRS Working Paper Series, 398.
Rynes, S. L., Bretz, R. D., & Gerhart, B. (1991). The importance of recruitment in job choice: A different way of looking. Personnel Psychology, 44, pp. 487–521. Saks, A. M. (1994). A psychological process investigation for the effects of recruitment source and organizational information on job survival. Journal of Organizational Behavior, 15, pp. 225– 244.
Saks, A. M., & Cronshaw, S. F. (1990). A process investigation of realistic job previews: Mediating variables and channels of communication. Journal of Organizational Behavior, 11, pp. 221– 236.
Schmitz, J., & Fulk, J. (1991). Organizational Colleagues, Media Richness, and Electronic Mail A Test of the Social Influence Model of Technology Use. Communication research, 18(4), pp. 487-523.
Seiter, J. S., & Hatch, S. (2005). Effect of tattoos on perceptions of credibility and attractiveness. Psychological Reports, 96, pp. 1113-1120.
Shannon, M. L., & Stark, C. P. (2003). The influence of physical appearance on personnel selection. Social Behavior and Personality, 31, pp. 613-624.
Sitkin, S. B., Sutcliffe, K. M., & Barrios‐Choplin, J. R. (1992). A dual‐capacity model of communication media choice in organizations. Human Communication Research, 18(4), pp. 563-598.
Sivertzen, A. M., Ragnhild Nilsen, E., & H. Olafsen, A. (2013). Employer branding: employer attractiveness and the use of social media. Journal of Product & Brand Management, 22(7), pp. 473-483.
Slovensky, R., & Ross, W. H. (2012). Should human resource managers use social media to screen job applicants? Managerial and legal issues in the USA, 14(1), pp. 55-69.
Smeyers, P. (2008). Qualitative and quantitative research methods: old wine in new bottles? On understanding and interpreting educational phenomena. Paedagogica historica, 44(6), pp. 691-705.
Statista (2015). Global social networks ranked by number of users 2015. [15.03.2015, Statista: http://www.statista.com/statistics/272014/global-social-networks-ranked… users/].
Swami, V., Chan, F., Wong, V., Furnham, A., & Tovée, M. J. (2008). Weight-based discrimination in occupational hiring and helping behavior. Journal of Applied Social Psychology, 38, pp. 968 981.
Tacq, J. (2011). Causality in qualitative and quantitative research. Quality & Quantity, 45(2), pp. 263 291.
Taylor, M. S., & Bergmann, T. J. (1987). Organizational recruitment activities and applicants’ reactions at different stages of the recruitment process. Personnel Psychology, 40, pp. 261– 285.
Tews, M. J., Stafford, K., & Zhu, J. (2009). Beauty Revisited: The impact of attractiveness, ability and personality in the assessment of employment suitability. International Journal of Selection and Assessment, 17, pp. 92-100.
Thorsteinson, T.J. and Highhouse, S. (2003) Effects of goal framing in job advertisements on organizational attractiveness. Journal of Applied Social Psychology, 11, pp. 2393–2412.
Tong, Y. K., & Sivanand, C. N. (2005). E-recruitment service providers. Employee Relations, 27(1), pp. 103–117.
Tractinsky, N., Katz, A. S., & Ikar, D. (2000). What is beautiful is usable. Interacting with Computers, 13, pp. 127–145 Trusov, M., Bucklin, R. E., & Pauwels, K. (2009). Effects of word-of-mouth versus traditional marketing: findings from an internet social networking site. Journal of marketing, 73(5), pp. 90-102.
Turban, D. B., & Greening, D. W. (1997). Corporate social performance and organizational attractiveness to prospective employees. Academy of management journal, 40(3), pp. 658-672.
Tuxx (2014). Vacature voorbeeldteksten. [09.12.2014, Tuxx: http://www.tuxx.be/wervingenselectie/vacatureteksten/voorbeeld/]
Valiente, R. (1973). Mechanical correlates of ad recognition. Journal of Advertising Research, 13, pp. 13-18.
Vazquez, R., Del Rio, A. B., & Iglesias, V. (2002). Consumer-based brand equity: development and validation of a measurement instrument. Journal of Marketing management, 18(1-2), pp. 27 48.
VDAB Arvastat (2015). Basisstatistieken werkloosheid. [26.03.2015, VDAB Arvastat: http://arvastat.vdab.be/arvastat/werkloosheid_results.jsp].
Vosko, L. F. (2000). Temporary work: The gendered rise of a precarious employment relationship (Vol. 11). University of Toronto Press.
Vries, L., Gensler, S. and Leeflang, P.S.H. (2012), Popularity of brand posts on brand fan pages: an investigation of the effects of social media marketing. Journal of Interactive Marketing, 26(2), pp. 83-91.
Waege, H., & Billiet, J. (2006). Een Samenleving Onderzocht. Antwerpen: De Boeck nv.
Wanous JP. (1992). Organizational entry: Recruitment, selection, orientation, and socialization of newcomers, 2nd ed. Reading, MA: Addison-Wesley.
Weiss, E. M., & Maurer, T. J. (2004). Age discrimination in personnel decisions: A re-examination. Journal of Applied Social Psychology, 34, pp. 1551-1562.
Winter, P.A. (1996) Applicant evaluations of formal position advertisements: The influence of sex, job message content, and information order. Journal of Personnel Evaluation in Education, 10, pp. 105–116. Workforce. (2000). What’s up with Internet recruiting? [24.02.2015, Workforce: www.dawsonconsultinggroup.com/pdfs/Workforce0300.PDF].
Yakubovich, V., & Lup, D. (2006). Stages of the recruitment process and the referrer's performance effect. Organization science, 17(6), pp. 710-723.
Zaichkowsky, J. L. (1994). The personal involvement inventory: Reduction, revision, and application to advertising. Journal of advertising, 23(4), pp. 59-70.
Zebrowitz, L. A., & Montepare, J. M. (1992). Impressions of babyfaced and maturefaced individuals across the lifespan. Developmental Psychology, 28, pp. 1143-1152.
Zerba, A. (2011). Young adults' reasons behind avoidances of daily print newspapers and their ideas for change. Journalism & mass communication quarterly, 88(3), pp. 597-614.
Zottoli, M. A., & Wanous, J. P. (2000). Recruitment source research: Current status and future directions. Human Resource Management Review, 10, pp. 353–382.