How recruitment ad informativeness influence application intentions: Mediating role of perceived fit and moderating role of employment experience

Esra Alniacik ,Umit Alniacik

doi:10.18282/hrms3576

Home - HRMS - Volume 7 - Issue 1

Submit to HRMS

Journal Browser

Volume | Year

Issue

• Current lssue

View All

News and Announcements

Feb 3, 2026

Journal Support Policy Statement: APC Support Policy for 2026 Submissions
Jun 4, 2025

Human Resources Management and Services accepted for inclusion in Scopus

View All

How recruitment ad informativeness influence application intentions: Mediating role of perceived fit and moderating role of employment experience

Esra Alniacik

Umit Alniacik

Human Resources Management and Services 2025, 7(1), 3576; https://doi.org/10.18282/hrms3576

Submitted：21 Nov 2024

Accepted：18 Dec 2024

Published：02 Jan 2025

Download PDF(616.61KB)

XML

Abstract

Business organizations use job advertisements to find and attract the high-quality workforce they need. Skillfully crafted job advertisements not only provide job-related information to job seekers but also help develop a strong employer brand in the employee market. Based on signaling theory and person-environment fit theory, we propose that the content and specificity of information provided in job advertisements influence job advertisement effectiveness through various mechanisms. In a scenario-based experiment on 310 young job seekers, we probed the direct and indirect effects of job advertisement informativeness on job pursuit intentions. Using structural equations modelling and multi-group path analysis, the mediating roles of perceived job appropriateness and ad truthfulness, along with the moderating role of previous employment experience, were examined. By manipulating the information content of a hypothetical job advertisement, we demonstrated that: a) both advertisement informativeness and perceived job appropriateness had positive direct effects on application intentions, while the latter had a greater effect; b) perceived job appropriateness mediated the relationship between advertisement informativeness and job pursuit intentions; c) the indirect (mediated) effect of advertisement informativeness on application intentions was moderated by previous employment experience; d) perceived ad truthfulness did not exert any significant effect on application intentions. These findings imply that HR practitioners should provide specific information in job postings to help candidates, especially those with less work experience, evaluate how well the job suits them and increase their motivation to apply.

Keywords

References

Abraham, L., Hallermeier, J., & Stein, A. (2024). Words matter: Experimental evidence from job applications. Journal of Economic Behavior & Organization, 225, 348–391. https://doi.org/10.1016/j.jebo.2024.06.013

Acarlar, G., & Bilgiç, R. (2013). Factors influencing applicant willingness to apply for the advertised job opening: the mediational role of credibility, satisfaction and attraction. The International Journal of Human Resource Management, 24(1), 50–77. https://doi.org/10.1080/09585192.2012.667427

Allen, D. G., Biggane, J. E., Pitts, M., et al. (2012). Reactions to Recruitment Web Sites: Visual and Verbal Attention, Attraction, and Intentions to Pursue Employment. Journal of Business and Psychology, 28(3), 263–285. https://doi.org/10.1007/s10869-012-9281-6

Barber, A. E., & Roehling, M. V. (1993). Job postings and the decision to interview: A verbal protocol analysis. Journal of Applied Psychology, 78(5), 845–856. https://doi.org/10.1037/0021-9010.78.5.845

Barbosa, M. W., & de Oliveira, V. M. (2021). The Corporate Social Responsibility professional: A content analysis of job advertisements. Journal of Cleaner Production, 279, 123665. https://doi.org/10.1016/j.jclepro.2020.123665

Baum, M., & Kabst, R. (2014). The Effectiveness of Recruitment Advertisements and Recruitment Websites: Indirect and Interactive Effects on Applicant Attraction. Human Resource Management, 53(3), 353–378. Portico. https://doi.org/10.1002/hrm.21571

Belt, J. A., & Paolillo, J. G. P. (1982). The Influence of Corporate Image and Specificity of Candidate Qualifications on Response to Recruitment Advertisement. Journal of Management, 8(1), 105–112. https://doi.org/10.1177/014920638200800107

Boštjančič, E., & Slana, Z. (2018). The Role of Talent Management Comparing Medium-Sized and Large Companies – Major Challenges in Attracting and Retaining Talented Employees. Frontiers in Psychology, 9. https://doi.org/10.3389/fpsyg.2018.01750

Bretz, R. D. Jr., Boudreau, J. W., & Judge, T. A. (1994). Job search behavior of employed managers. Personnel Psychology. 47(2), 275–301. https://doi.org/10.1111/j.1744-6570.1994.tb01725.x

Buda, R. (2003). The interactive effect of message framing, presentation order, and source credibility on recruitment practices. International Journal of Management. 20(2), 156.

Burt, C. D. B., Halloumis, S. A., McIntyre, S., et al. (2010). Using colleague and team photographs in recruitment advertisements: Effects on applicant attraction. Asia Pacific Journal of Human Resources, 48(2), 233–250. https://doi.org/10.1177/1038411109355358

Cable, D. M., & Judge, T. A. (1994). Pay Preferences And Job Search Decisions: A Person‐Organization Fit Perspective. Personnel Psychology, 47(2), 317–348. Portico. https://doi.org/10.1111/j.1744-6570.1994.tb01727.x

Cable, D. M., Aiman-Smith, L., Mulvey, P. W., et al. (2000). The Sources and Accuracy of Job Applicants’ Beliefs About Organizational Culture. Academy of Management Journal, 43(6), 1076–1085. https://doi.org/10.2307/1556336

Caplan, R. D. (1987). Person-environment fit theory and organizations: Commensurate dimensions, time perspectives, and mechanisms. Journal of Vocational Behavior, 31(3), 248–267. https://doi.org/10.1016/0001-8791(87)90042-X

Carballo-Penela, A., Ruzo-Sanmartín, E., & Sousa, C. M. P. (2020). Influence of Business Commitment to Sustainability, Perceived Value Fit, and Gender in Job Seekers’ Pursuit Intentions: A Cross-Country Moderated Mediation Analysis. Sustainability, 12(11), 4395. https://doi.org/10.3390/su12114395

Carpentier, M., Van Hoye, G., & Weng, Q. (2019). Social Media Recruitment: Communication Characteristics and Sought Gratifications. Frontiers in Psychology, 10. https://doi.org/10.3389/fpsyg.2019.01669

Chapman, D. S., Uggerslev, K. L., Carroll, S. A., et al. (2005). Applicant Attraction to Organizations and Job Choice: A Meta-Analytic Review of the Correlates of Recruiting Outcomes. Journal of Applied Psychology, 90(5), 928–944. https://doi.org/10.1037/0021-9010.90.5.928

Collings, D. G., & Mellahi, K. (2009). Strategic talent management: A review and research agenda. Human Resource Management Review, 19(4), 304–313. https://doi.org/10.1016/j.hrmr.2009.04.001

Deeter-Schmelz, D. R., Dixon, A. L., Erffmeyer, R. C., et al. (2018). Attracting Students to Sales Positions: The Case of Effective Salesperson Recruitment Ads. Journal of Marketing Education, 42(2), 170–190. https://doi.org/10.1177/0273475318810335

Fatfouta, R. (2023). What do they really want? Effects of the wording of job advertisements on narcissists’ perceptions of organizational attraction. Current Psychology, 42(1), 154–164. https://doi.org/10.1007/s12144-020-01332-9

Feldman, D. C., & Arnold, H. J. (1978). Position choice: Comparing the importance of organizational and job factors. Journal of Applied Psychology, 63(6), 706–710. https://doi.org/10.1037/0021-9010.63.6.706

Feldman, D. C., Bearden, W. O., & Hardesty, D. M. (2006). Varying the content of job advertisements: The Effects of Message Specificity. Journal of Advertising, 35(1), 123–141. https://doi.org/10.2753/joa0091-3367350108

Fornell, C., & Larcker, D. F. (1981). Evaluating Structural Equation Models with Unobservable Variables and Measurement Error. Journal of Marketing Research, 18(1), 39–50. https://doi.org/10.2307/3151312

Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R.E. (2010). Multivariate Data Analysis. Upper Saddle River, Seventh Edition. New Jersey: Prentice Hall.

Heath, A. J., Carlsson, M., & Agerström, J. (2023). What adds to job ads? The impact of equality and diversity information on organizational attraction in minority and majority ethnic groups. Journal of Occupational and Organizational Psychology, 96, 872–896. https://doi.org/10.1111/joop.12454

Heilman, M. E. (1983). Sex bias in work settings: The Lack of Fit model. Research in Organizational Behavior, 5, 269–298.

Henseler, J., Ringle, C. M., & Sarstedt, M. (2015). A new criterion for assessing discriminant validity in variance-based structural equation modeling. Journal of the Academy of Marketing Science, 43(1), 115–135. https://doi.org/10.1007/s11747-014-0403-8

Hentschel, T., Braun, S., Peus, C., et al. (2020). Sounds like a fit! Wording in recruitment advertisements and recruiter gender affect women’s pursuit of career development programs via anticipated belongingness. Human Resource Management, 60(4), 581–602. Portico. https://doi.org/10.1002/hrm.22043

Highhouse, S., Zickar, M. J., Thorsteinson, T. J., et al. (1999). Assessing Company Employment Image: An Example In The Fast Food Industry. Personnel Psychology, 52(1), 151–172. Portico. https://doi.org/10.1111/j.1744-6570.1999.tb01819.x

Highhouse, S., Lievens, F., & Sinar, E. F. (2003). Measuring Attraction to Organizations. Educational and Psychological Measurement, 63(6), 986–1001. https://doi.org/10.1177/0013164403258403

Hoppe, D., Keller, H., & Horstmann, F. (2021). Got Employer Image? How Applicants Choose Their Employer. Corporate Reputation Review, 25(2), 139–159. https://doi.org/10.1057/s41299-021-00119-3

Horvath, L. K., & Sczesny, S. (2016). Reducing women’s lack of fit with leadership positions? Effects of the wording of job advertisements. European Journal of Work and Organizational Psychology, 25(2), 316–328. https://doi.org/10.1080/1359432x.2015.1067611

Jöreskog, K. G., & Sörbom, D. (1993). LISREL 8: Structural equation modeling with the SIMPLIS command language. Scientific Software International; Lawrence Erlbaum Associates, Inc.

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), 383–395. https://doi.org/10.1007/bf01017709

Kim, J., & Angnakoon, P. (2016). Research using job advertisements: A methodological assessment. Library & Information Science Research, 38(4), 327–335. https://doi.org/10.1016/j.lisr.2016.11.006

Koçak, A., Rooman, C., Duyck, W., et al. (2022). Mind the ad: How personality requirements affect older and younger job seekers’ job attraction. Journal of Occupational and Organizational Psychology, 95(3), 718–737. Portico. https://doi.org/10.1111/joop.12396

Kristof-Brown, A. L., Jansen, K. J., & Colbert, A. E. (2002). A policy-capturing study of the simultaneous effects of fit with jobs, groups, and organizations. Journal of Applied Psychology, 87(5), 985–993. https://doi.org/10.1037/0021-9010.87.5.985

Kristof‐Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences Of Individuals’ Fit At Work: A Meta‐Analysis of Person-Job, Person-Organization, Person-Group, And Person-Supervisor Fit. Personnel Psychology, 58(2), 281–342. Portico. https://doi.org/10.1111/j.1744-6570.2005.00672.x

Lewis, R. E., & Heckman, R. J. (2006). Talent management: A critical review. Human Resource Management Review, 16(2), 139–154. https://doi.org/10.1016/j.hrmr.2006.03.001

Llanos-Contreras, O., Alonso-Dos-Santos, M., & Welsh, D. H. B. (2024). Graduating college students apply here: Communicating family firm ownership and firm size. Journal of Family Business Strategy, 15(1), 100535. https://doi.org/10.1016/j.jfbs.2022.100535

Liu, Y.-L., Keeling, K. A., & Papamichail, K. N. (2016). An exploratory study of jobseekers’ decision-making styles, recruitment information sources and organisational attractiveness. Personnel Review, 45(6), 1403–1427. https://doi.org/10.1108/pr-11-2014-0250

Liu, Y. (2020). Providing more or less detailed information in job advertisements—Does it matter? International Journal of Selection and Assessment, 28(2), 186–199. Portico. https://doi.org/10.1111/ijsa.12281

Mahjoub, A., & Kruyen, P. M. (2021). Efficient recruitment with effective job advertisement: an exploratory literature review and research agenda. International Journal of Organization Theory & Behavior, 24(2), 107–125. https://doi.org/10.1108/ijotb-04-2020-0052

Meglino, B. M., Ravlin E. C., DeNisi, A. S. (2000). A Meta-Analytic Examination of Realistic Job Preview Effectiveness: A Test of Three Counterintuitive Propositions. Human Resource Management Review, 10(4), 407–434. https://doi.org/10.1016/S1053-4822(00)00034-6

Muruganantham G., Antony, S. P., and George, E. P. (2018). Dimensions of job advertisement as signals for achieving job seeker’s application intention. Journal of Management Development, 37(5), 425–438. https://doi.org/10.1108/jmd-02-2017-0055

Muruganantham, G., Antony, S. P., & George, E. P. (2021). Understanding job and organizational attributes as signals from recruitment advertisement. Journal of Indian Business Research. 13(1), 134–153. https://doi.org/10.1108/JIBR-04-2018-0112

Neely-Martinez, M., (2002). Breaking the mold. HR Magazine, 46, 82-90.

Petry, T., Treisch, C., & Peters, M. (2022). Designing job ads to stimulate the decision to apply: a discrete choice experiment with business students. The International Journal of Human Resource Management, 33(15), 3019–3055. https://doi.org/10.1080/09585192.2021.1891112

Phillips, J. M., Griswold, K. R., Shiverdecker, L. K., et al. (2023). Wilkommen, bienvenue, welcome: language and national culture diversity messages as strategic recruiting tools for diverse organizations. The International Journal of Human Resource Management, 34(1), 154–196. https://doi.org/10.1080/09585192.2021.1961163

Podsakoff, P. M., MacKenzie, S. B., Lee, J.-Y., et al. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879–903. https://doi.org/10.1037/0021-9010.88.5.879

Preacher, K. J., Rucker, D. D., & Hayes, A. F. (2007). Addressing Moderated Mediation Hypotheses: Theory, Methods, and Prescriptions. Multivariate Behavioral Research, 42(1), 185–227. https://doi.org/10.1080/00273170701341316

Premack, S. L., & Wanous, J. P. (1986). A meta-analysis of realistic job preview experiments. Journal of Applied Psychology, 70(4), 706–719. https://doi.org/10.1037/0021-9010.70.4.706

Roberson, Q. M., Collins, C. J., & Oreg, S. (2005). The Effects of Recruitment Message Specificity On Applicant Attraction To Organizations. Journal of Business and Psychology, 19(3), 319–339. https://doi.org/10.1007/s10869-004-2231-1

Rynes, S. L. (1991). Recruitment, Job Choice, and Post-Hire Consequences: A Call for New Research Directions. In: Dunnette M. D., Hough, L. M. (editors). Handbook of Industrial and Organizational Psychology. Palo Alto, CA: Consulting Psychologists Press.

Schmitz, A., Wüst, K., & Fritz, L. (2021). Influence of New Work Attributes in Job Advertisements on Perceived Organizational Attractiveness. Management Revue, 32(4), 318–342. https://doi.org/10.5771/0935-9915-2021-4-318

Snyder, R. (1989). Misleading Characteristics of Implied-Superiority Claims. Journal of Advertising, 18(4), 54–61. https://doi.org/10.1080/00913367.1989.10673167

Spence, M. (1973). Job market signaling. The Quarterly Journal of Economics. 87(3), 355–374. https://doi.org/10.2307/1882010

Stich, J. F. (2021). Flexible working and applicant attraction: a person–job fit approach. Personnel Review, 50(1), 358–378. https://doi.org/10.1108/pr-12-2019-0672

Story, J., Castanheira, F., & Hartig, S. (2016). Corporate social responsibility and organizational attractiveness: implications for talent management. Social Responsibility Journal, 12(3), 484–505. https://doi.org/10.1108/srj-07-2015-0095

Strassburger, C., Wachholz, F., Peters, M., et al. (2022). Organizational leisure benefits: a neglected signaling device in hospitality job advertisements? Journal of Human Resources in Hospitality & Tourism, 22(2), 266–295. https://doi.org/10.1080/15332845.2023.2154031

Turban, D. B., & Greening, D. W. (1996). Corporate Social Performance and Organizational Attractiveness to Prospective Employees. Academy of Management Journal, 40(3), 658–672. https://doi.org/10.2307/257057

Turban, D. B., Forret, M. L., & Hendrickson, C. L. (1998). Applicant Attraction to Firms: Influences of Organization Reputation, Job and Organizational Attributes, and Recruiter Behaviors. Journal of Vocational Behavior, 52(1), 24–44. https://doi.org/10.1006/jvbe.1996.1555

Turban, D. B., & Cable, D. M. (2003). Firm reputation and applicant pool characteristics. Journal of Organizational Behavior, 24(6), 733–751. Portico. https://doi.org/10.1002/job.215

Vanderstukken, A., Proost, K., & Van Den Broeck, A. (2019). Subjective PO fit in recruitment: is it always really ‘O’? Organizational values may be industry values, depending on temporal distance. European Journal of Work and Organizational Psychology, 28(5), 602–615. https://doi.org/10.1080/1359432x.2018.1427143

Verwaeren, B., Van Hoye, G., & Baeten, X. (2017). Getting bang for your buck: the specificity of compensation and benefits information in job advertisements. The International Journal of Human Resource Management, 28(19), 2811–2830. https://doi.org/10.1080/09585192.2016.1138989

Vogel, D., Döring, M., & Sievert, M. (2023). Motivational signals in public sector job advertisements and how they relate to attracting and hiring candidates. Public Management Review, 26(10), 2868–2900. https://doi.org/10.1080/14719037.2023.2291068

Walker, H. J., Feild, H. S., Giles, W. F., et al. (2008). The interactive effects of job advertisement characteristics and applicant experience on reactions to recruitment messages. Journal of Occupational and Organizational Psychology, 81(4), 619–638. Portico. https://doi.org/10.1348/096317907x252487

Wanous, J. P. (1978). Realistic Job Previews: Can A Procedure to Reduce Turnover Also Influence the Relationship Between Abilities and Performance? Personnel Psychology, 31(2), 249–258. Portico. https://doi.org/10.1111/j.1744-6570.1978.tb00444.x

Wille, L., & Derous, E. (2017). Getting the Words Right: When Wording of Job Ads Affects Ethnic Minorities’ Application Decisions. Management Communication Quarterly, 31(4), 533–558. https://doi.org/10.1177/0893318917699885

Wille, L., Derous, E., & Weijters, B. (2020). Differentiation is key: should employers offer something unique or the same yet better? European Journal of Work and Organizational Psychology, 29(5), 753–763. https://doi.org/10.1080/1359432x.2020.1750472

Yüce, P., & Highhouse, S. (1998). Effects of Attribute Set Size and Pay Ambiguity on Reactions to “Help Wanted” Advertisements. Journal of Organizational Behavior, 19(4), 337–352. http://www.jstor.org/stable/3100151

Previous
article in this issue

Next
article in this issue