Human Resource Reputation and Recruiting Competitive Advantages: High-Tech Industries in Taiwan

External stakeholders routinely rely on the corporate reputations of firms in making investment decisions, products choices, and career development. Many researches indicate that firms which establish respective human resource reputations for employee welfare will enhance their labor market positions, attract better applicants, and even improve competitive advantages.

Therefore, this study attempts to construct the concept and core dimensions of human resource reputations and clarify their impacts on recruiting effectiveness. The empirical material is based on questionnaire data obtained from human resource managers in the top 400 high-tech firms in Taiwan. In summary, these following findings are found: (1) According to the results of factor analysis, these eight core dimensions of human resource reputations are defined as follows: working conditions and labor relation, empowerment and delegation, vision and innovative culture, incentive compensation, training and promotion, cross-cultural management, performance appraisal, and employee privacy.