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Applicant Perceptions (applicant + perception)

Distribution by Scientific Domains

Business, Economics, Finance and Accounting	50%
Psychology	41%

Selected Abstracts

Justice Expectations and Applicant Perceptions

INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 1-2 2004
Bradford S. Bell
Expectations, which are beliefs about a future state of affairs, constitute a basic psychological mechanism that underlies virtually all human behavior. Although expectations serve as a central component in many theories of organizational behavior, they have received limited attention in the organizational justice literature. The goal of this paper is to introduce the concept of justice expectations and explore its implications for understanding applicant perceptions. To conceptualize justice expectations, we draw on research on expectations conducted in multiple disciplines. We discuss the three sources of expectations , direct experience, indirect influences, and other beliefs , and use this typology to identify the likely antecedents of justice expectations in selection contexts. We also discuss the impact of expectations on attitudes, cognitions, and behaviors, focusing specifically on outcomes tied to selection environments. Finally, we explore the theoretical implications of incorporating expectations into research on applicant perceptions and discuss the practical significance of justice expectations in selection contexts. [source]

Emergency Medicine Residency Applicant Perceptions of Unethical Recruiting Practices and Illegal Questioning in the Match

ACADEMIC EMERGENCY MEDICINE, Issue 6 2009
R. Jason Thurman MD
Abstract Objectives:, The authors hypothesized that unethical recruiting practices and illegal questioning occur during emergency medicine (EM) resident recruitment. The objectives were to estimate the prevalence of specific unethical recruiting practices and illegal questioning by EM programs based on the perceptions of residency applicants and to measure the effect of these perceptions on applicant appraisal of programs. Methods:, This was a cross-sectional survey of all applicants who matched to U.S. EM programs in 2005 and 2006. The survey questionnaire was developed by the study authors and was validated by pretesting on a small group representative of the study population. The survey addressed specific questions regarding program recruiting behaviors and interview questioning. The hyperlink to the secure anonymous online survey questionnaire was distributed to all EM program directors, asking them in turn to forward the hyperlink to their newly matched incoming residency class. All data were calculated with Score method with continuity correction and reported in proportions with 95% confidence intervals (CIs). Results:, The authors received 671 survey responses. Among respondents, 56 (8.3%, 95% CI = 6.4% to 10.7%) stated that they were specifically asked to disclose at least one program's position on their rank list by a program representative, and 44 (6.6%, 95% CI = 4.9% to 8.9%) reported that they matched at a program residing lower on their rank list than at least one other program that had informed the applicant they were ranked to match. Furthermore, 201 respondents (30.0%, 95% CI = 26.5% to 33.7%) believed that they were asked at least one illegal question during their interviews, the most common of which was inquiry into their marital status (189 respondents: 28.2%, 95% CI = 24.8% to 31.9%). Respondents were 11 times more likely to move a program to a lower position of preference on their rank order list (12.2%, 95% CI = 9.8% to 15.0%) rather than a higher position (1.1%, 95% CI = 0.5% to 2.3%) as a result of perceiving unethical recruiting behaviors or illegal questioning. Conclusions:, These results demonstrate that among survey respondents, some perceived unethical recruiting behaviors and illegal questioning in the 2005 and 2006 Match. Perceptions of such behaviors appeared to have a negative impact on applicant appraisal of EM residency programs. [source]

Applicant Reactions to Selection Procedures: An Updated Model and Meta-Analysis

PERSONNEL PSYCHOLOGY, Issue 3 2004
John P. Hausknecht
An updated theoretical model of applicant reactions to selection procedures is proposed and tested using meta-analysis. Results from 86 independent samples (N= 48,750) indicated that applicants who hold positive perceptions about selection are more likely to view the organization favorably and report stronger intentions to accept job offers and recommend the employer to others. Applicant perceptions were positively correlated with actual and perceived performance on selection tools and with self-perceptions. The average correlation between applicant perceptions and gender, age, and ethnic background was near zero. Face validity and perceived predictive validity were strong predictors of many applicant perceptions including procedural justice, distributive justice, attitudes towards tests, and attitudes towards selection. Interviews and work samples were perceived more favorably than cognitive ability tests, which were perceived more favorably than personality inventories, honesty tests, biodata, and graphology. The discussion identifies remaining theoretical and methodological issues as well as directions for future research. [source]

Attracting and selecting: What psychological research tells us

HUMAN RESOURCE MANAGEMENT, Issue 4 2004
Ann Marie Ryan
HR practitioners often have misperceptions regarding research findings in the area of employee selection. This article reviews research on what selection tools work, what recruitment strategies work, how selection-tool use relates to workforce diversity, and what staffing and recruiting processes lead to positive applicant perceptions. Knowledge and implementation gaps in these areas are discussed, and key research findings are presented. © 2004 Wiley Periodicals, Inc. [source]

The Mediating Role of Feedback Acceptance in the Relationship between Feedback and Attitudinal and Performance Outcomes

INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 4 2009
Frederik Anseel
The purpose of this study was to increase our understanding of applicant perceptions of feedback by drawing upon feedback process models. In Study 1, participants (N=125) completed a personality questionnaire as a first stage of a selection simulation. Results showed that the effect of feedback on attitudes toward the organization was mediated by feedback acceptance. In Study 2, participants (N=252) completed two parallel versions of an in-basket exercise and received informative feedback between the two versions. Results showed that the effect of feedback on subsequent test performance was partially mediated by feedback acceptance. Together, these results highlight the important role of feedback acceptance in selection and suggest new strategies to enhance applicant perceptions in selection. [source]

Justice Expectations and Applicant Perceptions

Using Attributions to Understand the Effects of Explanations on Applicant Reactions: Are Reactions Consistent With the Covariation Principle?,

JOURNAL OF APPLIED SOCIAL PSYCHOLOGY, Issue 2 2005
Robert E. Ployhart
Research has shown that explanations for selection decisions may influence a variety of applicant perceptions and behavior, but an understanding of how and why this occurs remains largely unknown. This study attempts to understand the effects of explanations by adopting Kelley's (1967, 1972) covariation model of the attribution process. Specifically, explanations that vary on consensus, distinctiveness, and consistency covariation information should produce predictable effects on applicant perceptions and attributions. Results from 2 studies, the first a laboratory study and the second a field study with actual applicants, support the utility of the covariation model for understanding the influence of explanations for selection decisions on locus attributions, fairness, self-perceptions, and organizational attractiveness. These results suggest that the covariation model may be a useful means to construe the explanation-attribution-perception relationship, and thus provide a number of theoretical and practical implications. [source]

Applicant Reactions to Selection Procedures: An Updated Model and Meta-Analysis

Do Applicants' Perceptions Matter?

INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 4 2007
Investigating Reapplication Behavior Using Fairness Theory
This study used a fairness theory approach to examine a link between applicants' perceptions and their actual reapplication behavior. We suggested that applicants who do not receive job offers form ,Would' counterfactuals based on perceived performance and ,Should' counterfactuals based on two procedural justice rules (job relatedness and opportunity to perform). Participants (N=542) were applicants for a United States federal government position. After not being hired in the initial selection process, 9% of the applicants reapplied for the job the following year. We found some support for the hypothesized interactions. The job relatedness,perceived performance interaction was not significant, but the opportunity to perform,perceived performance interaction was. Opportunity to perform had a stronger influence when perceived performance was higher. [source]

Applicant Attraction: The role of recruiter function, work,life balance policies and career salience

INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 4 2007
Sally A. Carless
This study examined the impact of salient identity, career path and recruiter functional area [internal human resource (HR) personnel vs external recruitment company] on perceptions of organizational attraction with a sample of young, inexperienced job seekers. Two hundred and one participants responded to a questionnaire and rated their attraction to two different job advertisements. The results partially supported the first hypothesis; applicants perceived a job opportunity in an organization that offered either a flexible career path or a dual career path as significantly more attractive than a position in an organization that offered a traditional career path. There was no support for the second hypothesis that identity salience would interact with career path. The results showed that recruiter functional area had no impact on attraction to the organization. It was concluded that flexible HR policies increase applicants' perceptions of organizational attraction during the initial stages of the recruitment process. Practical and research applications are discussed. [source]