The purpose of this chapter is to identify the extent to which the perception of socially responsible policies and the behaviour of employers may be considered important by employees in guiding their career decisions. In order to understand and outline the possible relationship between Corporate Social Performance and applicant attraction, we employ the theoretical frameworks of Stereotype Content Model (SCM), the BIAS Map and the subjective meaning of work. It appears that people relate to organisations or brands in a similar manner to the way they relate to individuals, making decisions based on how they perceive social actors on the fundamental dimensions of social perception—Warmth and Competence. Thus, the SCM and BIAS Map together may not only explain how people perceive the social world, but also allow the prediction of their emotions and behavioural intentions towards perceived agents, including organisations. Introducing this well-developed and cross-culturally tested theory of social perception into Corporate Social Responsibility (CSR) discourse may, in our opinion, provide the grounds for an inspiring theoretical and profoundly practical perspective on developing sound CSR organisational practices. The chapter draws heavily on the theories of social cognition, social identity, and signalling, as well as, with regard to the moderating impact of the subjective meaning of work, on the Job–Career–Calling distinction. By analysing candidates’ preferences and perceptions, the possible relationship between the subjective meaning of work, the various types of social perceptions of corporate social policies, and applicant attraction are analysed, and a new model for understanding applicant attraction is presented.