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This paper aims to raise the question of how to organize for learning and knowledge creation at work, and in particular whether intervention and facilitation may obstruct or ease these processes. Learning and knowledge creation are often seen to be hindered by lack of interaction and meeting places, and a project may offer such a meeting place. The purpose of the paper is to show that in spite of being a top‐down organized project, this project still forms a space for learning with features of a community of practice.

The study is a longitudinal case study of a project within one ward in a hospital. Data were constructed from observation, interviews and informal conversations; supplied by document studies of reports and minutes from meetings in the project group.

Findings from this study indicate that through facilitation of a project embedded in a single department, a hospital unit, a space for learning and knowledge creation is created. This learning space has features of a community of practice due to the embeddedness of the project and in spite of the alienating nature of the project task. As a consequence, practice is changed.

This paper concludes that projects can provide a field for learning and knowledge creation, and that organization and controlling structures do have a facilitating effect. This means that projects as a knowledge management tool can be useful.

This paper addresses how a top‐down project can work as a learning space and be a source of changes in practice. It is of value since projects are increasingly used as a tool to organize work also in public organizations like hospitals.

The aim of this study is to investigate which factors employers should focus on in their employer branding strategies. The present study tested the employer attractiveness scale (EmpAt) and analysed relationships between dimensions in this measurement scale and the use of social media in relation to corporate reputation and intentions to apply for a job.

Electronic questionnaires were distributed to students at three higher education institutions in Norway. The proposed model is analysed on the basis of 366 responses related to three well-known Norwegian engineering firms.

The results indicate that several employer attributes are positive for corporate reputation, which again is related to attraction of potential employees. Specifically, the results suggest that innovation value, psychological value, application value, and the use of social media positively relate to corporate reputation, which in turn is positively linked to intentions to apply for a job. Psychological value, which is the strongest predictor, is also directly related to intentions to apply for a job. Furthermore, the validation of the EmpAt scale resulted in different dimensions than in the original study. New dimensions and a re-arrangement of indicators are proposed.

The research is original in the way it combines employer branding and social media, and this will be of value to employers in their recruitment processes.