Green and nongreen recruitment practices for attracting job applicants: exploring independent and interactive effects

The study is based on the reactions of a sample of Italian graduate students to the websites of seven companies operating in Italy. It addresses two specific issues in the literature about green recruiting practices, namely (1) the distinct and direct effects of green recruiting practices on attracting applicants, and (2) the interactive effect of \u2018green\u2019 and \u2018nongreen\u2019 recruitment practices on attracting applicants. With regard to the first issue, the study compares the effects on attracting applicants of two green recruitment practices, that is, the green reputation of a company, and the amount of information provided on the recruitment website about the company's environmental policies and practices. With regard to the second issue, the study examines the substitution effect on attracting applicants between the two green recruitment practices, and additive effects on attracting applicants between them and two nongreen recruitment practices (i.e., company reputation, and the amount of company and job information provided by the company recruitment website). In terms of direct effects, the findings support the impact of a green reputation on attracting applicants, but no impact of information on the recruitment website about company environmental policies and practices. In terms of interactive effects, the findings do not confirm the substitution effects between green recruitment practices, but indicate additive effects between green and nongreen recruitment practices. Overall, the article extends knowledge on green recruitment by contributing to the literature on organizational reputation, and the literature on interactive effects among human resource practices. The implications of these two extensions of knowledge for human resource management research and practice are discussed