Impact of Organizational Culture on Attraction and Recruitment of Job (Term Paper Sample)

Article Critique: The Impact of Organizational Culture on Attraction and Recruitment of Job Applicants
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Abstract
The Impact of Organizational Culture on Attraction and Recruitment of Job Applicants by Catanzaro, Moore, and Marshall shows that job applicants are attracted to businesses with good organizational culture, which can help organizations attract applicants by creating a positive impression that generates more significant interest in an organization. The authors demonstrate how an organization's culture might affect recruitment efforts in attracting job applicants and hiring the most qualified candidates for job openings. However, it would have been even better if they had used an entirely qualitative approach to delve deeper into their findings. They also would have benefited from conducting interviews with actual candidates. Not including the impact of organizational culture on the retention of applicants in their research is another setback. Overall, they did an excellent job in their recommendations after their finding, and the recommendations would help organizations fine-tune their culture to attract applicants. 
Article Critique: The Impact of Organizational Culture on Attraction and Recruitment of Job
A person’s culture influences their likes and dislikes, the people they choose to hang out with, and even how they do business. When it comes to recruitment and attracting new employees, it can be argued that having a strong culture can be a competitive advantage when hiring the right talent, can this true?. In The Impact of Organizational Culture on Attraction and Recruitment of Job Applicants by Catanzaro, Moore, and Marshall, the researchers showed how the culture of an organization might affect recruitment efforts in terms of attracting job applicants and hiring the most qualified candidates for job openings. In this paper, we will be analyzing their findings and methods using   critique process. 
Literature Review
These researchers aimed to assess how organizational culture affects job applicant attraction and recruitment. This study aimed to explore the strength of the relationship between organizational culture and attraction to the company among applicants who did not make an application (Catanzaro et al., 2010). They did so by creating a survey about what characteristics contribute to or detract from an organization’s attractiveness to employees. 256 undergraduate students (109 males and 147 women) from a liberal arts university in southern Virginia took part in the study (Catanzaro et al., 2010).  The study looked at three major areas in determining what factors attract job applicants to an organization: work environment, benefits, and community. It also analyzed how these factors impact job seekers from various demographic groups, including gender, race/ethnicity, and age. Additionally, it investigated how employees are recruited by their organizations and how they choose whether or not to stay with a company long-term. Both independent and dependent variables were used in the research. The independent variable was organization culture, while the dependent variable was job applicant attraction and recruitment (Catanzaro et al., 2010). This study used a survey method. The authors mailed out surveys to students from the Business school and the Department of Psychology, English, and Government. Participants were told that if they volunteered, they would be entered into a drawing to win $25.00 and that their comments would be kept confidential (Catanzaro et al., 2010).  Of the 256 participants, 109 were males, and 147 were women. There were 131 seniors, 79 juniors, 39 sophomores, and 7 freshmen in the sample. The materials included an informed consent form, a prize entry form, two organizational recruitment brochures, and three measures to gauge applicant attraction. A demographic questionnaire and a debriefing statement’s report were among the other resources (Catanzaro et al., 2010). The first survey included questions about applicant demographics and questions that measured applicant attraction to specific cultural elements. In addition, background measures were taken from both surveys, including organizational culture measures. The researchers developed these measures.
Catanzaro, Moore, and Marshall found that when an organization’s culture is viewed as attractive or aligned with individual values, job applicants are more likely to be attracted to a position at that company. This does not hold for cultures considered unattractive or not aligned with individual values. They also found that organizational culture can influence attraction and recruitment in two ways: first, through organizational attractiveness, which occurs when individuals find organizations