Reacting to Applicant Perspectives Research: What's next?

Abstract

In this article, we discuss the six studies appearing in the 'Applicant Perspectives in Selection' special issue of International Journal of Selection and Assessment and identify three overarching themes. The first involves, how applicants work to control the impressions employers have of them, highlighting how applicants are active impression managers in selection contexts. The second involves, the broad theme of the kinds of information applicants get, how they get it, and how they react to it. The third involves, how context might shape applicant reactions. We highlight areas of future research consistent with these themes and close with some recommendations for practice.

Applicant Reactions in Saudi Arabia: Organizational attractiveness and core‐self evaluation

“…Second, and somewhat counter to this finding, our results regarding cross‐job function differences in reactions suggest that applicants to jobs of different types, seniority, and complexity, are likely to react differently (Morgeson & Ryan, ; Truxillo et al., ). In the present study, we examined the healthcare sector in Saudi Arabia where there are quite noticeable differences in status between the four job types included – with doctors being seen as the most prestigious occupation by some margin over the other three functions.…”

“…Indeed, given the highly specific context of Saudi Arabia noted earlier in this paper, we would expect differences to emerge in other Arab countries, and indeed, we would expect differences to emerge in other sectors within the country, given quite disparate employment characteristics (Achoui, 2009;Ali, 2009;Hülsheger & Anderson, 2009). Second, and somewhat counter to this finding, our results regarding cross-job function differences in reactions suggest that applicants to jobs of different types, seniority, and complexity, are likely to react differently (Morgeson & Ryan, 2009;Truxillo et al, 2001). In the present study, we examined the healthcare sector in Saudi Arabia where there are quite noticeable differences in status between the four job types includedwith doctors being seen as the most prestigious occupation by some margin over the other three functions.…”

“…Although recruiter reactions to applicants from Arabic backgrounds have been examined in one single study (Derous, Nguyen, & Ryan, 2009), this was also carried out in Europe and focused on the impressions of recruiters to Arabic background applicants rather than on the reactions of the applicants themselves. On this point, several authors have emphasized the need for applicant reactions research into different, non-Western countries and cultures (e.g., Morgeson & Ryan, 2009;Rynes & Connerley, 1993). Moreover, as proposed by Moscoso and Salgado (2004), applicant reactions may vary as a function of differing social, cultural, employment legislative, and HRM contexts in different countries.…”

“…On this point, several authors have emphasized the need for applicant reactions research into different, non‐Western countries and cultures (e.g., Morgeson & Ryan, ; Rynes & Connerley, ). Moreover, as proposed by Moscoso and Salgado (), applicant reactions may vary as a function of differing social, cultural, employment legislative, and HRM contexts in different countries.…”

Technology in the Employment Interview: A Meta-Analysis and Future Research Agenda

“…Past research demonstrates that interview characteristics (Peeters & Lievens, 2006) and context (Morgeson & Ryan, 2009) influence interviewer ratings and applicant reactions (Anderson, 2003). Question type, instructions, scale format, and structure can all influence the validity of interviewer ratings (Maurer, 2002).…”