Applicant Reactions to Hiring Procedures

Truxillo, Donald M.; Bauer, Talya N.; Garcia, Alexa M.

doi:10.1002/9781118972472.ch4

Cited by 10 publications

(2 citation statements)

References 61 publications

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“…The topic of applicants' reactions to the selection procedures has been increasingly yielding interest in research and practice since the 1980's (Schuler and Stehle, 1983;Anderson et al, 2004Anderson et al, , 2010Ryan and Huth, 2008;Truxillo et al, 2017). In the field of employee selection, there is already a body of literature on applicants' reactions to selection procedures (Gilliland and Steiner, 2012;McCarthy et al, 2017).…”

Section: Introductionmentioning

confidence: 99%

How can applicants' reactions to scholastic aptitude tests be improved? A closer look at specific and general tests

Denker

Schütte²,

Kersting³

et al. 2023

Front. Educ.

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Since the 1980's, scientific interest in applicants' reactions to admission procedures has been growing. Several theoretical frameworks and evaluation questionnaires were developed. Many researchers have asked potential participants about their attitudes—what is missing, however, are studies of applicants who have actually taken part in the selection procedures. In addition, applicants' reactions to student selection procedures receive less attention than applicants' reactions to personnel selection procedures. Furthermore, tests and testing conditions continue to develop, e.g., through online-based testing and test supervision at home (“proctoring”). Therefore, we used a standardized questionnaire for measuring the overall test evaluation and different dimensions of acceptance including face validity, controllability, and the absence of strain to examine six scholastic aptitude tests. We added items to get deeper insights into situational aspects. According to the results of 2,052 test participants, applicants prefer specific tests and shorter tests. Situational aspects, such as privacy, working conditions, and prior information, have an influence on the perceptions of applicants. Proctored testing is evaluated positively, but taking the test at a test center is still rated more favorably. This study discusses the practical implications.

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Section: Introductionmentioning

confidence: 99%

How can applicants' reactions to scholastic aptitude tests be improved? A closer look at specific and general tests

Denker

Schütte²,

Kersting³

et al. 2023

Front. Educ.

View full text Add to dashboard Cite

show abstract

“…For example, companies such as Google and Marriott seek to position themselves as offering uniquely favorable candidate experiences to differentiate themselves from competitors. Yet such a focus on business unit consequences has not been prominent in academic research (Phillips & Gully, 2015;Ryan & Huth, 2008;Truxillo, Bauer, & Garcia, 2017). Concerns about the practical consequences of recruitment and applicant reactions have been raised for over 20 years (e.g., Hausknecht, 2014;Ryan & Huth, 2008;Ryan & Ployhart, 2000;Sackett & Lievens, 2008;Uggerslev, Fassina, & Kraichy, 2012), leading to enduring questions about "whether applicant reactions 'matter'" (Hausknecht, 2014, p. 43).…”

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confidence: 99%

The Collective Candidate Experience: Theory and Business Unit Consequences

McFarland

Ployhart

Shepherd

et al. 2022

Journal of Management

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Questions about whether candidate perceptions of recruitment and selection practices “matter” have been raised for decades. This study tackles such questions by developing a new theoretical framework to understand the business unit-level emergence and consequences of the collective candidate experience, defined as “ Applicants’ aggregate overall cognitive and affective perceptions based on multiple interactions with a business unit over the course of the entire recruitment and selection process.” A theoretical framework is introduced that integrates signaling theory with research from marketing, recruitment, and applicant reactions to propose that the collective candidate experience construct emerges from interactions in unit-specific social, structural, and physical contexts. The construct is further expected to influence new hire outcomes and business unit outcomes. We then test the theorized consequences of the collective candidate experience in a multi-unit quick service restaurant organization. The collective candidate experience is positively associated with collective new hire engagement, which in turn is associated with collective new hire turnover intentions, collective turnover, and collective customer satisfaction. Additional supporting evidence and preliminary measures are provided in online appendices. Overall, this study complements and extends prior research and directs new research by offering a theoretical framework.

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