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Open Access research which pushes advances in bionanotechnology

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SIPBS is a major research centre in Scotland focusing on 'new medicines', 'better medicines' and 'better use of medicines'. This includes the exploration of nanoparticles and nanomedicines within the wider research agenda of bionanotechnology, in which the tools of nanotechnology are applied to solve biological problems. At SIPBS multidisciplinary approaches are also pursued to improve bioscience understanding of novel therapeutic targets with the aim of developing therapeutic interventions and the investigation, development and manufacture of drug substances and products.

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Recruitment and selection practices, person–brand fit and soft skills gaps in service organizations : the benefits of institutionalized informality

Hurrell, Scott A. and Scholarios, Dora (2011) Recruitment and selection practices, person–brand fit and soft skills gaps in service organizations : the benefits of institutionalized informality. In: Branded Lives. Edward Elgar Publishing, Cheltenham, pp. 108-127. ISBN 9781849800921

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    Brand management is usually associated with how organizations present themselves to customers or develop product brands (Aaker and Joachimsthaler, 2002), but recent interest in employer branding draws attention to employees and potential recruits as important stakeholders (Gapp and Merrilees, 2006; Lievens et al., 2007; Van Hoye and Lievens, 2005). Identity-based brand management is suggested as essential if employees are to behave in ways that are consistent with a brand philosophy and remain committed to this brand (Burmann and Zeplin, 2005). Within the HRM literature, research has shown employers’ increasing emphasis on recruitment as a vehicle for building an employer brand (CIPD, 2007) and ‘brand image’ is regarded as part of a signaling process which informs potential employees of an organization’s attributes and reputation (Cable and Turban, 2006; Lievens and Highhouse, 2003). In this chapter, we focus on the hospitality industry, which is widely accepted to suffer from high levels of skills deficits and employee turnover, especially in the ‘soft skills’ that are essential for customer service. Within this sector, businesses often distinguish themselves through the creation of service brands. Contrasting two hotel establishments with distinct brand identities and different degrees of reported soft skills deficits