| dc.description.abstract | Presently, enterprises have been frustrated to find the talent they really needed. How to attract candidates to apply for jobs which meet the enterprises’ needs and increase the efficiency of recruitment are important issues for human resource department. Therefore, enterprises have taken the “Employer Brand” thought to help them to attract talent and improve efficiency when recruiting.
This study collects 431questionnaires from college junior, senior undergraduates, Master’s students and job applicants with a few years’ working experience. Responds from questionnaires were analysis to explore how persons with different personal traits will prefer different human resources brands. On the other hand, wondering how work experience moderates the relationship between personal traits and human resource brands.
The result of this research found that Big-Five personality “extraversion, openness to experience, neuroticism, conscientiousness, and agreeableness” are key factors to “compensation” and “career development” in human resource brands. In addition, “extraversion, neuroticism, conscientiousness, and agreeableness” are key factors to “employee relationship management” in human resource brands. However, work experience is not a moderator between personal traits and human resource brands. | en_US |