Satisfaction with the information
According to Williams [ 14 ] , satisfaction is an evaluation based on the fulfilment of expectations . Providing enough information or a satisfying amount of information in the early stages of recruitment aids the jobseeker ' s decision-making process and helps the recipient terminate their search early [ 15 ] .
Varshitha and Sethumadhavan [ 16 ] propose that satisfaction with an organisation ' s recruitment and selection process ( e . g . job advertisements ) may be improved by enhancing the general image of the organisation in the eyes of the information receiver .
Allen et al . [ 13 ] support the findings of Varshitha and Sethumadhavan [ 16 ] , stating that the amount of information included in the different types of recruitment communication media may also affect important pre-hire outcomes , such as satisfaction in relation to the organisation and joining the organisation . Of the 10 dimensions proposed by Allen et al . [ 13 ] , ‘ satisfaction ’ could be used to sufficiently investigate satisfaction with the information provided in job advertisements , and satisfaction and attitudes towards the organisation / joining the organisation .
Attraction to the organisation
Attraction to an organisation is an important pre-hire outcome . It was defined by Aiman-Smith et al . [ 17 ] as : ‘ an attitude or expressed general positive affect toward an organization , toward viewing the organization as a desirable entity with which to initiate some relationship ’. Attracting applicants to an organisation is an important recruitment marketing technique aimed at increasing both the number of applicants and the probability of acquiring suitably qualified employees [ 18 ] .
Cober et al . [ 19 ] investigated the effects of websites on an organisation ' s perceived attractiveness , and proposed that the intention to recommend an organisation is a distinct measure of attraction . However , the dimensions used to measure attraction to an organisation via websites may not apply to job advertisements .
In contrast to Cober et al . [ 19 ] , Acarlar and Bilgiç [ 5 ] investigated organisational attraction generated by job advertisements , and suggested that the attractiveness of an organisation may change if the applicant lacks the abilities , knowledge , requirements and skills required to fulfil the role . Therefore , Acarlar and Bilgç [ 5 ] proposed a sufficient framework to investigate organisational attraction in job advertisements , evaluating : the extent to which participants believe they have the right skills and requirements to fulfil the job position ; whether they would recommend the job position to others ; and whether they would consider applying for other job openings at the organisation .
Willingness to apply
Acarlar and Bilgiç [ 5 ] describe participants ' willingness to apply as their ‘ intention to pursue employment ’. One strand of research suggests a positive relationship between the intention of prospective applicants and the amount of information provided in a recruitment advertisement [ 7 , 20 ] . However , Roberson et al . [ 21 ] failed to establish a relationship between the specificity of the information provided in a job advertisement and participants ' intentions to pursue employment .
Aims
Given the mixed findings and lack of a consistent theoretical foundation in existing studies , the authors of this study aimed to determine and interpret the relationships between :
• the type of advertisement and the credibility of the information provided
• the type of advertisement and the level of satisfaction with the information provided
• the type of advertisement and attraction to the organisation
• the type of advertisement and the willingness of VNs in the UK to apply for the advertised job position .
Materials and methods
A cross-sectional survey was devised , consisting of 20 closed questions and one open question , investigating the influence of the amount of information and specificity of the information provided in a job advertisement among UK VNs , specifically registered veterinary nurses ( RVNs ).
The Royal College of Veterinary Surgeons ( RCVS ) Veterinary Nurses Council reported that there were 20,916 RCVS-registered RVNs in February 2022 [ 22 ] . Based on a margin of error of 6 %, a level of confidence of 95 % and the likely sample proportion of 50 %, an attainable , minimum sample of 264 respondents was required to determine statistical significance in the study .
An opt-in checkbox at the beginning of the questionnaire confirmed that participants satisfied the criteria representative of the target population :
• I am at least 18 years of age
• I have been informed of and understand the purpose of the study
• I consent voluntarily to be a participant in this study
• I am an RCVS RVN currently working or considering working in clinical veterinary practice in the UK .
54 Veterinary Nursing Journal