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The purpose of this paper is to identify the differences in employer branding between the companies that participate and those that do not participate in employer ranking.

Quantitative data were collected through a survey from 188 companies operating on the Russian labour market. Descriptive statistics, frequency analysis, correlation analysis and multivariate analysis of variance were used to analyse the collected data.

The findings revealed specific profiles of the companies that participated and did not participate in employer ranking. Companies differed in their employer branding orientation, internal branding, employer branding strategy, employer branding programmes and employer branding communications tasks. At the same time, brand orientation did not differ between participants and non-participants of employer ranking.

This study integrates the employer brand equity theory and the signalling theory to better explain the differences between participants and non-participants of employer ranking.

The purpose of this paper is to investigate the impact of e-recruitment practices on e-recruitment outcomes in Russian companies.

This study uses the quantitative approach based on a survey of a sample encompassing 449 companies in Russia.

E-recruitment practices are positively related to e-recruitment outcomes. However, e-recruitment usage does not mediate the relationship between e-recruitment practices and e-recruitment outcomes.

The extent to which the findings of this research can be generalized is constrained by a single country and cross-sectional data.

The current study is the first to present the e-recruitment practices, including both internet-based ones and internal technology-enabled solutions, within the overall context of human resource management (HRM) digitalization in the companies and specific HRM outcomes.