Corporate social responsibility (CSR) becomes a source of competitive advantages of enterprises in attracting high quality human resources as well as job applicants. Understanding a relationship between CSR and applicant intention is vital for companies in releasing effective recruitment strategies. This empirical study explores influences of level of CSR information provided in a job advertisement on job seekers` intention to organizations through multiple aspects. Three levels of without CSR information, implicit CSR information, and explicit CSR information were designed in three experiments to collect data from participants via questionnaire survey. The collected sample of 225 data were then analyzed to test the proposed hypotheses. The analytical results supported the hypotheses that (1) perceived CSR is higher when CSR information posted in the recruitment brochure; (2) perceptions of organizational attractiveness is higher when CSR information posted in the recruitment brochure; (3) a relationship between a level of CSR information and intention of applying for job is mediated by perceptions of organizational attractiveness; (4) a relationship between a level of CSR information and intention of applying for job is mediated by perceived CSR; and (5) perceived CSR is positively related to perceptions of organizational attractiveness and intention of applying for job. Findings of this study suggest that CSR information should be provided in recruitment brochure as much as possible. In practice implementation, findings of this study provide company managers with comprehensive references in choosing an effective human resource strategy policy.

Corporate social responsibility (CSR) becomes a source of competitive advantages of enterprises in attracting high quality human resources as well as job applicants. Understanding a relationship between CSR and applicant intention is vital for companies in releasing effective recruitment strategies. This empirical study explores influences of level of CSR information provided in a job advertisement on job seekers` intention to organizations through multiple aspects. Three levels of without CSR information, implicit CSR information, and explicit CSR information were designed in three experiments to collect data from participants via questionnaire survey. The collected sample of 225 data were then analyzed to test the proposed hypotheses. The analytical results supported the hypotheses that (1) perceived CSR is higher when CSR information posted in the recruitment brochure; (2) perceptions of organizational attractiveness is higher when CSR information posted in the recruitment brochure; (3) a relationship between a level of CSR information and intention of applying for job is mediated by perceptions of organizational attractiveness; (4) a relationship between a level of CSR information and intention of applying for job is mediated by perceived CSR; and (5) perceived CSR is positively related to perceptions of organizational attractiveness and intention of applying for job. Findings of this study suggest that CSR information should be provided in recruitment brochure as much as possible. In practice implementation, findings of this study provide company managers with comprehensive references in choosing an effective human resource strategy policy.

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