| Summary: | 碩士 === 致理科技大學 === 企業管理系服務業經營管理碩士班(含碩士在職專班) === 106 === For modern business enterprises, the importance of talent recruitments is well acknowledged. In the era of information explosion of the 21st century, many believed that “talent” is one of the most important assets of a business enterprise in the current market. It is also a key factor in promoting sustainable development for the company. The competition between enterprises in talent recruitments is getting fiercer throughout the years. Companies that are unable to attract talents not only suffer from decrease in its business
performance, and also fail to improve the company's competitiveness in the business market.
Past researches regarding human resources recruitments mostly discussed issues related to “corporate social responsibility”, “corporate image”, “employer brand”, “negative word of mouth”, “organization attraction” and “recruitment channel”. Some might even aim to discover whether “corporate webpage” had an impact on the company’s competitiveness or on job seekers during job hunts.
In order to fill in the gaps between the above-mentioned researches, this research aimed to uncover job seekers' expectations for work in terms of working environment and conditions of a company, and further explored whether the interview setting also has an impact on job seekers' attitudes and work choices, in order to act as reference for companies during talent recruitments.
This study collected data through online and paper questionnaires. The research sampled job seekers in the northern region. The research received a total of 325 questionnaires, and examined 300 of the valid questionnaires for data analysis. The research used SPSS software for data analysis, paired with the use of other statistical methods such as narrative statistics, reliability and validity analysis, correlation analysis, and hierarchical regression analysis.
The study mainly looked into the impact health and incentive factors of the company have on job applicants' willingness to accept job offers. Other variables of adjustment including the actual environment of the interview setting, negative perception, and interpersonal interaction were also considered. The results are as follows:
1. Health and incentive factors as included in the working condition have a high degree of influence on applicants’ willingness to accept job offers.
2. Interpersonal interactions in the interview setting have a significant impact on health factors and applicants’ willingness to accept job offers of the given working conditions.
3. Interpersonal interactions outside of the interview setting has a significant impact on the incentive factors and applicants’ willingness to accept job offers of the given working conditions.
Keywords: Interview environment, recruitment, two factors theory, willingness to job
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