The external purpose of Employer Branding is attraction, that is, the brand’s capability to be preferred its competitors through attractiveness and reputation. This study aims (1) propose Italian adaptation Attractiveness scale (EmpAt scale) in “real” version; (2) a tool evaluate employer reputation; (3) measure convergent predictive validity these two measures. An online survey was administere...

In order to gain advantage in the competition for talent, private enterprises have to create an enabling strategy to attract and retain talent, which is employer brand strategy. The paper defines the meaning of employer brand, and then from the actual situation of private enterprises, it explores methods for private companies to build employer brand in order to establish a good image of employe...

Sec. 2550.403a–1 Establishment of trust. 2550.403b–1 Exemptions from trust requirement. 2550.404a–1 Investment duties. 2550.404b–1 Maintenance of the indicia of ownership of plan assets outside the jurisdiction of the district courts of the United States. 2550.404c–1 ERISA section 404(c) plans. 2550.407a–1 General rule for the acquisition and holding of employer securities and employer real pro...

In this paper, I show that employer-to-employer transitions are not only pervasive in the U.S. labor market, making up 49% of all separations from employers over the past decade, but also are a critical component in understanding worker turnover over the business cycle. In fact, the shift in the composition of separations from employer-toemployer transitions to employment-to-unemployment transi...

The spatial mismatch hypothesis is that large differences in black/white employment patterns could be produced by race-neutral employers, were there discrimination in the housing market combined with the suburbanization of work. Debate over the hypothesis hinges on employer intentions: do they use relocation as a tool to alter the racial makeup of their workforces? Prior work has foundered on t...