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Call for Papers for a Special Issue of Human Resource Management


Employer Branding and Talent Acquisition


Guest Editors:


Kang Yang Trevor Yu (Nanyang Technological University, Singapore)

Brian R. Dineen (Purdue University, USA)

David G. Allen (Texas Christian University, USA & University of Warwick, UK)

Anthony C. Klotz (Texas A&M University, USA)


Scope: Key Themes and Research Questions for Submissions


The editorial team of Human Resource Management (HRM) would like to invite authors to submit original theoretical and empirical research papers for our special issue on Employer Branding and Talent Acquisition. Employer branding in today’s globally and virtually connected modern economy is thus crucial for attracting, developing, and retaining a workforce that yields firm competitive advantage. A traditional focus on talent acquisition has yielded much insight to how employer brands attract and influence job seeker prehire outcomes like organizational attraction and job choice. However, there is still a lack of knowledge of how employer branding fits into the overall human resource management system and strategy within the firm. Hence, although widely acknowledged as a key concern for organizational leadership, knowledge remains sparse for how employer branding can be leveraged to achieve myriad organizational goals. Similarly, the rapidly changing economic, technological, and socio-political global landscape is  starting to call into question the generalizability and precision of much of our current understanding of employer branding. For instance, employer control over their brand has become much more challenging, with informal insider information on workplaces becoming commonplace via social media platforms. Hence, current information and tools through which leaders and HR professionals effectively design and manage their employer brands may be obsolete in the current business climate. Employer branding may also have implications for organizations’ ability to navigate, or even survive, crisis situations such as the COVID-19 pandemic. Given the context of changes in the economic, technological, and sociological environment, our special issue hopes to encourage rigorous updating and expansion of knowledge on employer branding.


More information and the complete Call for Papers can be found on the journal’s website at:



Submission Deadline: 31st March 2021


Submission Process:


Authors can submit their paper between March 1st - 31st 2021 to HRM for review. Details on the manuscript submission process will be made available closer to the submission period. Papers should be prepared and submitted according to the journal’s guidelines: https://onlinelibrary.wiley.com/page/journal/1099050x/homepage/forauthors.html.



All papers will be subject to the same double-blind peer review process as regular issues of HRM. If you have questions about a potential submission, please contact: Kang Yang Trevor Yu at: [log in to unmask]"> [log in to unmask].



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Kang Yang Trevor YU (Assoc Prof; PhD) | Division of Leadership, Management & Organisation | LMO PhD Program Coordinator | Nanyang Business School | Nanyang Technological University | S3-B1C-94, Nanyang Avenue, Singapore 639798 | Tel: (65) 6790-5747 GMT+8h | Fax: (65) 6792-4217 | Email: [log in to unmask]  | Web: www.ntu.edu.sg



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