Maximising the credibility of realistic job preview messages: the effect of jobseekers’ decision-making style on recruitment information credibility

Abstract

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Providing more or less detailed information in job advertisements—Does it matter?

“…Although the scenario‐based experimental method has many advantages (e.g., it is one of the most appropriate ways for drawing causal conclusions regarding interventions or treatments and establishing whether one or more factors causes a change in an outcome [Liu et al, ]), one disadvantage is the artificiality of the setting; the study design is limited to the controlled experimental condition (Howitt & Cramer, ).…”

“…By following prior studies on decision‐making style, the average of the six items provided a single composite score, and the median split identified maximizers and satisficers ( Mdn = 4.23, similar to previous research, e.g., 4.20 in Schwartz et al, ; 4.14 in Liu et al, ). There is substantial support in the literature for the split between maximizers and satisficers on the maximization tendency scale (Karimi et al, ; Liu et al, , ; Schwartz et al, ). It is also in line with the definition of maximizers (people who have a higher maximization tendency) and satisficers (people who have a lower maximization tendency) that was initially proposed and measured by Schwartz et al ().…”

“…Therefore, studies show that people generally come to rely on and apply one approach more consistently than the other along with any other associated cognitive strategies and habits (Karimi et al, ; Liu et al, ; Liu, Keeling, & Papamichail, ; Schwartz et al, ). The maximizer/satisficer dichotomy has been verified throughout a range of contexts, including online purchase decisions, product information evaluation, and human resource management (Karimi et al, ; Liu et al, ; Ma & Roese, ; Nenkov, Morrin, Schwartz, Ward, & Hull, ; Schwartz & Ward, ; Schwartz et al, ; Sparks, Ehrlinger, & Eibach, ; Turner, Rim, Betz, & Nygren, ). Thus, it is appropriate to examine the dichotomy in the context of job advertisement design given the importance job seeking holds for most people (Liu, Keeling, & Papamichail, ).…”

Effects of recruiter friendliness and job attribute information on recruitment outcomes

“…The long-term benefits of providing a realistic job preview (e.g. a reduction in turnover) are well documented (Breaugh and Starke, 2000; Liu et al , 2016a).…”

“…A strict interpretation of this terminology would preclude applicants from obtaining this type of important information until they became employees and actually had job “experiences.” However, it is possible for applicants to obtain this type of non-verifiable JAI or experience variable prior to becoming employees. For example, information could be found from informal, not company controlled sources such as information posted by employees on websites such as Glassdoor, or word of mouth from a friend who works at the company (Liu et al , 2016a).…”