Modeling job applicant decision processes, integrating applicant reactions to selection procedures into the critical contact framework of recruiting

Abstract

Until recently, researchers and practitioners of Industrial and Organizational psychology have focused on improving the predictive validity of selection procedures with little attention paid to applicants' reactions to these procedures. This thesis presents two longitudinal field studies involving a total of 984 applicants to 617 organizations in multiple industries, examining the selection process from the applicant's point of view. Specifically, structural equation modeling was used to investigate three potential applicant reaction mechanisms discussed in the literature including: a) a signal model, (b) a procedural justice model, and (c) a meta-perceptions expectancy model. Study 1 also examined how applicants reacted to technology use (videoconference interviews) in the selection process. Both studies measured applicant attraction to organizations at three time points: immediately preceding the selection interview, immediately following the selection interview, and approximately three weeks later when they made their job choice. The results suggested that although pre-interview attraction was very important, applicants' job choice was influenced by the selection process. However, contrary to much of the applicant reactions literature, these reactions were best described in terms of signal and expectancy mechanisms rather than by perceptions of procedural justice. Furthermore, Study 1 revealed that applicants responded negatively to the use of videoconference technology in selection interviews with videoconference-based interviewers being perceived as less friendly and the procedures perceived as less fair than for face-to-face interviews.

Study 2 refined the model by including applicant intentions as a mediator. Moreover, Study 2 involved a sufficiently large sample to permit testing several important moderators of the model including: (a) number of job choices available, (b) pre-interview knowledge of the organization, (c) applicant gender, and (d) applicant experience. Consistent with critical contact and signal theories, applicants with little pre-interview knowledge of the organization were more influenced by the selection procedures than those with considerable pre-interview knowledge. Applicants with more choices were also more influenced by the procedures. Furthermore, applicant reactions and job choice mechanisms worked somewhat differently for male and female applicants. Lastly, more experienced applicants used information from the interview to a greater extent when making a job choice compared to less experienced applicants.