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Open research questions in Employer Branding and e-HRM

267 gap statements mined from Employer Branding and e-HRM papers in our 7.9M-paper local library, which holds 1,567 papers on the topic — drawn mostly from each paper's own stated research gap, future-work, challenge and limitation notes, and its abstract. The ones listed below are a selection still marked open; each names the study that raised it, with a DOI link where the paper has one.

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What the literature leaves open

  • The existing studies on AI and fairness have not examined the different dimensions of fairness in detail. The boundary conditions that interact with decision-makers to influence fairness perceptions have received less attention.

    The Impact of Artificial Intelligence Replacing Humans in Making Human Resource Management Decisions on Fairness: A Case of Resume Screening · 2024 · DOI

  • One challenge is the lack of understanding of how recruiters view game-related assessments. Another challenge is the need to develop effective game-related assessments that are perceived as useful and easy to use by recruiters and applicants. A third challenge is the need to investigate the differences and similarities in recruiters' and applicants' perceptions of game-related assessments.

    Playful personnel selection: The use of traditional versus game‐related personnel selection methods and their perception from the recruiters’ and applicants’ perspectives · 2024 · DOI

  • The study is limited to undergraduate students, so future research could explore the importance of corporate social responsibility practices for recruitment of graduate students.

    Linking corporate social responsibility and employability of generation Z job seekers · 2026 · DOI

  • The ecosystem perspective has only recently been applied to workforce structures and employer branding, and studies in the tourism and hospitality industry are scarce.

    Rethinking employee attraction and retention strategies in tourism and hospitality: insights into workforce ecosystems · 2026 · DOI

  • Work factors affecting the career intentions of young construction workers in structured traineeship programs are not well understood despite the increasing use of such programs as pathways to career entry.

    Is construction my industry of choice? Examining the factors affecting career choice decision-making of young workers · 2025 · DOI

  • Limited studies have examined the complexity of this association with such a research context.

    Job seekers’ perceptions of corporate social responsibility practices (CSRP) and organisational attractiveness: a multigroup analysis · 2025 · DOI

  • However, little is known about the psychological drivers shaping important hiring outcomes, such as applicants’ intentions to accept job offers and self-disclose with AVIs.

    Factors shaping job candidates’ responses to asynchronous video interviews · 2025 · DOI

  • While prior research has examined employer branding strategies broadly, there is a lack of evidence on the impacts of combined gendered language and LGBTQI+ indicators in job descriptions.

    Gender-fair language and diversity labels in German job ads impacting job attraction: findings from two experimental studies · 2025 · DOI

  • Although organizations commonly collect resumes and cover letters to screen job applicants, the features of these materials that affect hiring remain unclear.

    The Signals That Matter: Resumes, Cover Letters, and Success on the Job Search · 2025 · DOI

  • Little is known about how this time limit affects interviewees' experiences and outcomes.

    Tick Tock, Tick Tock, Time's Up! How Response Time Limits in Asynchronous Video Interviews Influence Interview Anxiety, Impression Management, and Performance · 2025 · DOI

  • We discuss how specific AVI design choices may have affected our results and suggest that future research could investigate the additive and interactive effects of different AVI design features.

    The (null) effects of video questions on applicant reactions in asynchronous video interviews: Evidence from an actual hiring context · 2024 · DOI

  • To date, no studies have explored the concept of ‘ghosting’ on the academic job market and whether applicants should anticipate communication from tenure-track search committees.

    Professional ghosting and bureaucratic kindness: institutional communication with applicants to tenure-track academic staff positions in student affairs and/or higher education · 2024 · DOI

  • There is a need to examine the influence of platform ease of use, IT infrastructure quality, and digital training effectiveness on the digital employee experience. Prior research has not fully explored the relationships between these variables and the digital employee experience.

    The Influence of Platform Ease of Use, IT Infrastructure Quality and Digital Training Effectiveness on the Digital Employee Experience of Human Resources Department Employees · 2026 · DOI

  • Long-term Research Directions Long-term research will explore deep learning integration utilizing BERT or GPT-based models for semantic matching, named entity recognition for automated skill extraction, and automated skill taxonomy generation.

    Recruit AI: An AI-powered intelligent recruitment management system · 2026 · DOI

  • The lack of resources for adopting AI in recruitment processes. The need for automation intelligence for holistic end-to-end recruitment decision-making. The underutilization of advanced applications like predictive analytics and bias reduction.

    Role of Artificial Intelligence in the Recruitment Process of Information Technology Sector in Hyderabad City, India · 2026 · DOI

  • There is a lack of empirical evidence on the role of AI in recruitment processes in Hyderabad. Advanced applications like predictive analytics and bias reduction remain underutilized.

    Role of Artificial Intelligence in the Recruitment Process of Information Technology Sector in Hyderabad City, India · 2026 · DOI

  • The actual experiences of frontline recruiters are less systematically understood. The organizational conditions that mediate successful AI tool adoption are insufficiently characterized.

    Recruiter's Perception of Artificial Intelligence Based Tools in Recruitment at Virtusa, Chennai · 2026 · DOI

  • The findings are primarily based on employees' perceptions and personal experiences, which may be subjective. The study is limited to remote onboarding practices and does not consider traditional or hybrid onboarding methods. The research is conducted within a specific organizational context, and the results may not be universally applicable.

    A Study on Effectiveness of Remote On-Boarding practices in Talent Hire Consultancy Company · 2026 · DOI

  • Further studies can investigate the impact of remote onboarding on employee productivity and job satisfaction. Research can explore the effectiveness of different remote onboarding strategies and their applications in various industries. Future studies can also examine the role of technology in enhancing remote onboarding experiences.

    A Study on Effectiveness of Remote On-Boarding practices in Talent Hire Consultancy Company · 2026 · DOI

  • Creating a digital work environment that meets the needs of HR employees. Ensuring that digital systems are user-friendly and reliable. Providing effective digital training programs that enable employees to acquire new skills.

    The Influence of Platform Ease of Use, IT Infrastructure Quality and Digital Training Effectiveness on the Digital Employee Experience of Human Resources Department Employees · 2026 · DOI

  • The paper recommends examining 'longitudinal relationship between AI tool adoption maturity and measurable recruitment quality outcomes' but provides no baseline metrics for adoption maturity assessment or recruitment quality measurement. Specific operational metrics (time-to-hire, offer acceptance rate, diversity metrics, retention of hired candidates) should be defined and tracked.

    Recruiter's Perception of Artificial Intelligence Based Tools in Recruitment at Virtusa, Chennai · 2026 · DOI

  • Explore the collaboration between humans and AI to make human resource management…

    The Impact of Artificial Intelligence Replacing Humans in Making Human Resource Management Decisions on Fairness: A Case of Resume Screening · 2024 · DOI

  • The study identifies a gap in the literature by combining the human resource management, marketing, and financial performance literature in a single framework. The paper highlights the relevance of matching the employer value propositions with corporate brand identity.

    Employer Branding, Customer Perception, and Financial Performance: An Integrated Analysis · 2026 · DOI

  • The study did not examine how the effect of AI-adoption signals on organizational attractiveness occurs - The study did not set the sample as real job seekers in Study 1 - The sample size was limited to 145 participants in Study 1 and 240 participants in Study…

    Signaling Organizational Artificial Intelligence Adoption in Recruitment Materials: Role of Perceived Innovation Ability in Organizational Attractiveness · 2026 · DOI

  • Examining the long-term effects of AI-adoption signals on organizational attractiveness - Investigating the role of AI self-efficacy in moderating the association between AI-adoption signals and organizational attractiveness - Recruiting real job seekers to improve external…

    Signaling Organizational Artificial Intelligence Adoption in Recruitment Materials: Role of Perceived Innovation Ability in Organizational Attractiveness · 2026 · DOI

Most-cited papers in Employer Branding and e-HRM

Most recent work

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Open questions raised by papers listed on this page include: (1) The study is limited to undergraduate students, so future research could explore the importance of corporate social responsibility practices for recruitment of graduate students (“Linking corporate social responsibility and employability of generation Z job…”, 2026); (2) The ecosystem perspective has only recently been applied to workforce structures and employer branding, and studies in the tourism and hospitality industry are scarce (“Rethinking employee attraction and retention strategies in tourism and…”, 2026); (3) There is a need to examine the influence of platform ease of use, IT infrastructure quality, and digital training effectiveness on the digital employee experience (“The Influence of Platform Ease of Use, IT Infrastructure Quality and Digital…”, 2026); (4) The lack of resources for adopting AI in recruitment processes (“Role of Artificial Intelligence in the Recruitment Process of Information…”, 2026); (5) Future studies can also examine the role of technology in enhancing remote onboarding experiences (“A Study on Effectiveness of Remote On-Boarding practices in Talent Hire…”, 2026). 267 gap statements have been mined from Employer Branding and e-HRM papers in our 7.9M-paper local library, which holds 1,567 papers on the topic; the gaps come from whichever of those papers state one. They are mostly the research gaps the authors state and the papers' abstracts, plus future-work, limitations and challenges passages. The ones listed below are a selection still marked open; each names the study that raised it, with a DOI link where the paper has one, so you can read the original claim in context.

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