Applicant Perspectives in Selection: Going beyond preference reactions

Abstract

In the present special issue new theoretical and empirical insights on applicant perceptions of selection procedures are provided. In this introductory editorial we address four primary goals. First, we introduce the reader to the topic of applicant perceptions and highlight key theoretical perspectives and past empirical findings. Second, we review the state of the literature and argue that research on applicant reactions has been prospering in the last two decades. Third, we summarize the six papers that have been assembled in this special issue and that are reviewed in the final paper as a discussants' commentary. We close with acknowledging and thanking all of those who have contributed to the publication of this special issue.

E-recruiting and fairness: the applicant’s point of view

“…Thus, employer branding focuses on an active management of a company's image as seen through the eyes of its associates and potential applicants. Different scientists have emphasized the importance of research on both applicant reactions in general (e.g., [30,34]) and in online contexts (e.g., [5,43]). Applicants reported generally positive reactions to the web-based procedures used by an organization and named process fairness as one determinant of applicant satisfaction [46].…”

Applicant Perspectives During Selection: A Review Addressing “So What?,” “What’s New?,” and “Where to Next?”

“…In response, there has also been an increasing focus on applicant reactions across countries, with dozens of studies examining similarities and differences in applicant reactions to popular methods comprising selection procedures. Although the North American context still prevails, there has been considerable growth in research in other countries, particularly within Europe (e.g., Anderson & Witvliet, 2008;Bertolino & Steiner, 2007;Hülsheger & Anderson, 2009;Konradt et al, in press;Nikolaou & Judge, 2007), the Middle East (e.g., Anderson, Ahmed, & Costa, 2012), and Asia (e.g., Gamliel & Peer, 2009;Hoang, Truxillo, Erdogan, & Bauer, 2012;Liu, Potočnik, & Anderson, 2016). In fact, since the turn of the millennium, studies have been conducted in more than 30 countries worldwide (Walsh, Tuller, Barnes-Farrell, & Matthews, 2010).…”

Situational judgement tests in medical education and training: Research, theory and practice: AMEE Guide No. 100

“…It is important to consider candidates' reactions to selection tools because negative experiences can result in the loss of good candidates from the selection process and increase the likelihood of legal challenge (Chambers 2002, Hülsheger & Anderson 2009). …”