The Relationship Between Recruitment Strategy, Gender, and Person Environment F it in STEM Jobs
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2022-07-03
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en
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Due to the rapid acceleration of e-recruitment changing how companies attract desired talent, research was desperately needed to inspect the effectiveness of e-recruitment strategies. The current paper consisted of two online studies with English-speaking senior software engineers as participants. Study 1 examined the relationship between recruitment strategy (job posting, active sourcing), person-organization (P-O), and person-job (P-J) fit in science, technology, engineering, and mathematics (STEM) jobs. Study 2 investigated the relationship between job advertisement wording (feminine, masculine, gender-fair), sourced candidates’ gender (female, male), and sourced candidates’ P-O and P-J fit in STEM jobs. The one-way multivariate analysis of variance (MANOVA) from Study 1 showed that applicants (N = 76) scored higher on P-O and P-J fit compared to the sourced candidates (N = 76). This was in complete agreement with the literature on P-O and P-J fit suggesting that people are attracted to environments congruent to them. In Study 2, 300 sourced candidates were contacted with one of the three job advertisements, with 50 women and 50 men per condition. The two-way MANOVA of Study 2 revealed that females’ P-O and P-J fit was highest in the feminine job advertisement wording condition compared to the masculine and gender-fair ones. This further supported the idea that the job advertisement wording could maintain gender inequality in STEM jobs. In contradiction with earlier findings, this study suggested that job advertisement wording also relates to the P-O and P-J fit of men.
Keywords: e-recruitment, person-environment fit, job advertisement wording, gender, STEM
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Faculteit der Sociale Wetenschappen