Potensi perkembangan bisnis paska pandemi menuntut perusahaan e-grocery
untuk mengembangkan strategi yang dapat menarik banyak tenaga kerja, terutama
generasi milenial yang merupakan angkatan kerja terbesar di Indonesia. Sistem rekrutmen
yang efisien dan membangun citra perusahaan yang baik melalui employer branding
bermanfaat untuk menarik minat para calon pekerja. Studi akan berfokus untuk mengukur
pengaruh variabel e-recruitment, employer branding, dan interaksi keduanya terhadap intensi
melamar pekerjaan. Penelitian akan berbentuk experimental vignette method withinsubject,
dengan variasi 2x2. Dengan response rate sebesar 214,5%, total 210 partisipan
milenial yang diperoleh melalui teknik convenience sampling akan dihadapkan ada 4
buah variasi vignette/stimulus terstruktur dan realistik berupa iklan lowongan pekerjaan,
yang menggambarkan 4 kombinasi dari kedua variabel independen. Intensi melamar
partisipan akan diukur menggunakan skala Intention Toward Company setelah
mendapatkan paparan situasi realistik. Hasil penelitian menunjukkan bahwa erecruitment
tidak memiliki pengaruh signifikan terhadap intensi generasi milenial dalam
melamar pekerjaan di perusahaan e-grocery. Namun employer branding berhasil
memengaruhi intensi generasi milenial untuk melamar pekerjaan di perusahaan egrocery.
Hasil juga menunjukan bahwa ketika e-recruitment dan employer branding
dianalisis secara simultan, terdapat efek interaktif yang signifikan pada intensi generasi
milenial. Untuk itu, perusahaan dapat memperkuat employer branding sebagai sarana
komunikasi dan peningkatan citra perusahaan guna menarik minat para milenial.
Penggunaan e-recruitment juga baik untuk dilakukan namun perlu disosialisasikan
dengan baik, seperti melalui employer branding.
The potential for post-pandemic business development demands e-grocerycompanies to formulate strategies that can attract a substantial workforce, particularly the
millennial generation, which constitutes the largest workforce in Indonesia. Efficient
recruitment systems and the cultivation of a positive corporate image through employer
branding are instrumental in garnering the interest of prospective employees. This study
aims to measure the influence of e-recruitment, employer branding, and their interaction
on the job application intentions of millennials. The research will adopt an experimental
vignette method within-subject design with a 2x2 variation. With a response rate 214,5%,
A total of 210 millennial participants obtained through convenience sampling, will be
exposed to four structured and realistic vignettes or job vacancy advertisements depicting
various combinations of the independent variables. The participants' job application
intentions will be measured using the Intention Toward Company scale after exposure to
realistic scenarios. The findings indicate that e-recruitment does not exert a significant
influence on the job application intentions of millennials in e-grocery companies.
However, employer branding effectively influences the job application intentions of
millennials in this context. Furthermore, when e-recruitment and employer branding are
analyzed simultaneously, a significant interactive effect on the job application intentions
of millennials is observed. Therefore, companies can strengthen their employer branding
as a means of communication and enhancing the corporate image to attract millennial
interest. While the use of e-recruitment is beneficial, proper socialization, such as through
employer branding, is essential.
T-Cindy Natalia Wijaya.pdf :: Unduh