JUDGMENTS OF FIT IN THE SELECTION PROCESS: THE ROLE OF WORK VALUE CONGRUENCE

Work values were examined as an antecedent of recruiters' judgments of applicant fit with the organization. Data were collected on the work values of recruiters, their organizations, and job applicants in actual job interviews conducted through the placement center of a large university. Following the interviews, recruiters evaluated applicants' general employability and organization-specific fit. Approximately 4 months following the interviews, data on whether the applicants were invited for a second interview were also obtained. Work value congruence between the applicant and the recruiter was found to be related to judgments of general employability and organization-specific fit. Congruence between the applicant and the organization (as perceived by the recruiter) was not related to judgments of employability and organization-specific fit. Recruiter ratings of employability were related to the decision to invite the applicant for a second interview. Work value congruence was not related to second interview decisions. It is concluded that if work values and judgments of applicant fit influence the personnel selection process, they are more likely to do so at later stages when job offer decisions are made. Work values and judgments of applicant fit seem to have minimal impact on decisions to retain the applicant for additional consideration in early stages of the selection process.     

ORGANIZATIONAL RECRUITING AS MARKETING MANAGEMENT: AN INTERDISCIPLINARY STUDY OF ENGINEERING GRADUATES

With the intent of encouraging interdisciplinary research, this study applies principles, theories, and practices of marketing management to examine engineering recruitment as a process of "job marketing." Six hypotheses concerning campus recruiters and strategic recruiting issues were proposed and investigated through a national survey of 242 graduating engineers representing five engineering fields. Survey responses revealed that both overall satisfaction with recruiting processes and likelihood of job acceptance were significantly related to recruiter interpersonal skills and interview information provided about compensation/benefits, job/career, and security/success issues. Further, student satisfaction with recruiting processes was significantly related to recruiter/job applicant similarity in gender and educational characteristics. Contrary to conventional inferences of recruiting research, students did not respond more favorably to line management or engineering recruiters than to personnel representatives. Implications of these findings are identified and discussed in terms of both the marketing and management literatures.     

RECRUITERS' USE OF GPA IN INITIAL SCREENING DECISIONS: HIGHER GPAs DON'T ALWAYS MAKE THE CUT

The relationship between college grade point average (GPA) and recruiters' initial screening decisions was examined using data from 548 job postings in a college recruitment program. Results indicate that in-major grade point average (GPA) is more strongly associated with screening decisions ( p = 0.18, SD_P = 0.200) than is overall GPA ( p = 0.06, SD_P = 0.187), but the magnitudes of the relationships varied across decision sets including a larger number of negative values than would be expected from sampling error alone. Subsequent examination of the bivariate data identified 6 different plot types suggesting that recruiters use a variety of GPA decision rules to initially screen applicants in college recruiting. The most common data plots found in 42% of the decision sets suggests that recruiters do not use GPA in screening decisions. But a surprising 81 of 548 decision sets indicated recruiters selected against applicants with high GPAs. Evidence that organizations recruiting for the same job produced different plot types suggests that the use of GPA data in initial screening decisions may be idiosyncratic to individual recruiters.     

Recruiting Through the Stages: A Meta‐Analytic Test of Predictors of Applicant Attraction at Different Stages of the Recruiting Process

We used meta‐analysis and semipartial correlations to examine the relative strength and incremental variance accounted for by 7 categories of recruiting predictors across multiple recruitment stages on applicant attraction. Based on 232 studies (250 samples, 3,518 coefficients, n= 108,632), we found that characteristics of the job, organization, and recruitment process, recruiter behaviors, perceived fit, and hiring expectancies (but not perceived alternatives) accounted for unique variance in applicant attraction at multiple stages. Perceived fit was the strongest relative and unique variance predictor of applicant attraction albeit a nonsignificant predictor of job choice. Although not among the largest zero‐order predictors, recruiter behaviors accounted for substantial incremental variance at the first 2 stages. Organizational characteristics are more heavily weighed by applicants when maintaining applicant status as compared to the stage of application, and recruitment process characteristics are weighed progressively more as the recruitment stages advance. Job characteristics accounted for the greatest unique variance in job choice decisions. Job characteristics are more predictive in field studies, whereas recruiter behaviors, recruitment process characteristics, hiring expectancies, and perceived alternatives produced larger effect sizes in the laboratory. Results are discussed in terms of their theoretical and practical implications with future research suggestions.     

FAVORABLE IMPRESSION CHARACTERISTICS OF THE RECRUITMENT INTERVIEWER

Students' impressions of campus recruiters influence students decisions on eventual job choice. In this study, the authors attempted to assess the effects of three variables—recruiter's age, recruiter's title, and recruiter's presentation—on students' impressions. A three factor factorial analysis of variance with three separate post hoc tests indicated that recruiter title and recruiter age significantly influenced impressions, while nonfluent presentation may have had a selective influence on impressions.     

Effect of Recruiter on Attraction to the Firm: Implications of the Elaboration Likelihood Model

The effect of recruiter behaviors on organizational attractiveness is the focus of a growing body of literature. The elaboration likelihood model (ELM) is a promising model for generating research examining how and when recruiter behaviors will influence job applicant attitudes formed during the recruitment process. In this paper, the ELM is described and considered in relation to variables that affect job applicant ability and motivation to accurately process information about organizational and job attributes and assess their fit with a firm during the recruitment process. In addition, several recruiter behaviors and characteristics known to affect applicant attraction to the firm are discussed in terms of the ELM.     

Les pratiques d’evaluation utilisees dans les structures de conseil en recrutement : quelques determinants

Referring to the work of Bruchon-Schweitzer & Ferrieux (1991) and Balicco (1999), the present study describes the recruitment practices of different types of organizations (N=327, 134 consulting companies and 193 temporary placement firms). We hypothesised that job position and recruiter characteristics (sex, age, level and type of education, status, and recruitment experience) would influence the use of selection techniques. Results revealed that choice of selection techniques is not based on a scientific evaluation of applicants. Job position seems to strongly determine use of personality assessment techniques. Further, recruiter characteristics only seem to determine choice of less valid techniques. In the discussion, a theoretical model of choices made by recruiters and some courses of action are proposed.     

PERSONALITY CHARACTERISTICS OF JOB APPLICANTS AND SUCCESS IN SCREENING INTERVIEWS

Although there is substantial evidence that personality constructs are valid predictors of job performance, there is less systematic evidence of how personality characteristics relate to success in the interviewing process. Measures of the Big Five personality markers were obtained from a sample of graduating college seniors (n = 83) who were engaged in a job search. At a later time these students reported the strategies used in the job search and success in generating follow-up interviews and job offers. Extraversion, Openness to Experience, and Conscientiousness were positively related to the use of social sources (e.g., talking to others) to prepare for interviews. Conscientiousness was positively related to the use of non-social preparation. Use of social sources for preparation for initial interviews was positively related to the likelihood of receiving follow-up interviews and job offers. The results suggest that personality is related to interviewee's success in part through actions taken well before the interviewing process begins and in part through the interviewers' inferences of the applicants' personality during the interview.     

The Recruiting Interview as Perceived by College Student Applicants for Sales Positions

The recruiting interview experience as perceived by college students applying for sales positions is the subject of this research study. The results, based on actual recruiting interviews through placement centers at two university campuses, describe the relative importance of various factors in the job offer and recruiting process, including characteristics of the recruiter. Analysis shows how these factors relate to the applicant's perceived success of the interview, the chance of getting a job offer, and the chance of accepting a job offer.     

Multiple predictors and criteria of job search success

The purpose of this study was to examine the combined and differential effects of five job search behaviors (informal sources, formal sources, preparatory search intensity, active search intensity, job search effort) on five criteria of job search success (job interviews, job offers, employment status, person-job fit, and person-organization fit) as well as the direct and moderating effects of job search self-efficacy. Data based on a sample of 225 recent university graduates found that active job search intensity was positively related to job interviews and offers, and informal job sources was negatively related to job offers and employment status. The results also support an unfolding process of job search success in which active job search intensity predicts job interviews; job interviews predict job offers; and job offers predict employment status. In addition, job search self-efficacy was a significant predictor of interviews, offers, employment status, and PJ fit perceptions, and moderated the relationship between job offers and employment status. The relationship between job offers and employment was stronger for job seekers with low job search self-efficacy. The implications of these results for job search research and practice are discussed.     

Web-based recruitment: effects of information, organizational brand, and attitudes toward a Web site on applicant attraction

Recruitment theory and research show that objective characteristics, subjective considerations, and critical contact send signals to prospective applicants about the organization and available opportunities. In the generating applicants phase of recruitment, critical contact may consist largely of interactions with recruitment sources (e.g., newspaper ads, job fairs, organization Web sites); however, research has yet to fully address how all 3 types of signaling mechanisms influence early job pursuit decisions in the context of organizational recruitment Web sites. Results based on data from 814 student participants searching actual organization Web sites support and extend signaling and brand equity theories by showing that job information (directly) and organization information (indirectly) are related to intentions to pursue employment when a priori perceptions of image are controlled. A priori organization image is related to pursuit intentions when subsequent information search is controlled, but organization familiarity is not, and attitudes about a recruitment source also influence attraction and partially mediate the effects of organization information. Theoretical and practical implications for recruitment are discussed.     

Investigating the Effects of Applicant Justice Perceptions on Job Offer Acceptance

Drawing on extant recruitment and organizational justice theory, this research examines the effects of justice perceptions on job acceptance decisions across 2 samples (n = 332 and 2,974) of applicants to jobs within the U.S. military. More specifically, we examine justice–job offer acceptance relations relative to other pertinent recruitment predictors including, organizational image, familiarity, person–organization (P–O) fit perceptions, and recruiter behaviors. Findings from both studies support the importance of justice perceptions in influencing job offer acceptance. Fairness perceptions accounted for 29.37% and 19.22% of the unique variance in job offer acceptance, in Studies 1 and 2, respectively. The results of this research provide much needed empirical evidence to the scant literature on actual job acceptance and highlight important practical implications for employers.     

Organizational Attractiveness and Individual Differences: Are Diverse Applicants Attracted by Different Factors?

Recruiting is a critical staffing activity for organizations, but its impact on the job seeker is poorly understood. Much remains to be learned about individual differences in reactions to recruitment efforts. This paper discusses the results of a study of MBA candidates that examined (a) the relative importance of various job, organizational, diversity, and recruiter characteristics on assessments of organizational attractiveness, and (b) the extent to which these assessments differed when applicant race and gender are taken into account. Results confirmed that relative to organizational, diversity, and recruiter characteristics, job factors were reported as most important to organizational attraction. However, within the job, diversity, and recruiter characteristics categories interesting gender and/or race differences emerged. The implications of these differences for research and for practices are offered.     

Applicant Attraction: The role of recruiter function,work–life balance policies and career salience

This study examined the impact of salient identity, career path and recruiter functional area [internal human resource (HR) personnel vs external recruitment company] on perceptions of organizational attraction with a sample of young, inexperienced job seekers. Two hundred and one participants responded to a questionnaire and rated their attraction to two different job advertisements. The results partially supported the first hypothesis; applicants perceived a job opportunity in an organization that offered either a flexible career path or a dual career path as significantly more attractive than a position in an organization that offered a traditional career path. There was no support for the second hypothesis that identity salience would interact with career path. The results showed that recruiter functional area had no impact on attraction to the organization. It was concluded that flexible HR policies increase applicants' perceptions of organizational attraction during the initial stages of the recruitment process. Practical and research applications are discussed.     

EFFECTS OF CONSCIENTIOUSNESS AND EXTRAVERSION ON NEW LABOR MARKET ENTRANTS' JOB SEARCH: THE MEDIATING ROLE OF METACOGNITIVE ACTIVITIES AND POSITIVE EMOTIONS

Job seekers' Conscientiousness and Extraversion show consistent relationships with their job search activities and success, although the explanatory mechanisms for these relationships are unclear ( Kanfer, Wanberg, & Kantrowitz, 2001 ). To explore these mechanisms, we developed and tested a model in which both Conscientiousness and Extraversion influenced metacognitive activities whereas Extraversion alone influenced positive emotions; these mediating variables in turn were predicted to influence resumé submissions, first interviews, second interviews, and job offers. Using longitudinal data collected from 232 job applicants, we found support for these predictions. Interestingly, meta-cognitive activities appeared to be more important in predicting resumé submissions and first interviews, whereas positive emotions predicted success in obtaining second interviews and job offers. We discuss the implications of our results and suggest future directions for research.     

The Effects of Applicant Résumé Contents on Recruiters' Hiring Recommendations: The Mediating Roles of Recruiter Fit Perceptions

The résumé is the most commonly used selection tool for organisations. Past studies have demonstrated that recruiter hiring recommendations can be predicted based on the content of applicant résumés. However, the mechanisms underlying the links between résumé contents and hiring recommendations remain unclear. The present study extends previous research by examining the mediating roles of recruiters' multi‐faceted fit perceptions in a field setting. Data were collected from 216 organisational recruiters who participated in campus recruitment at seven universities in Taiwan. The results showed that applicant work experience and educational background increased recruiter hiring recommendations through recruiter perceived person–job (P–J) fit. In addition, applicant work experience predicted recruiter perceived person–organisation (P–O) fit, which in turn enhanced recruiter hiring recommendations.     

信息完整性与应聘者数量对不同认知闭合需要者招聘决策的影响

结合问卷和信息板技术,探讨了信息完整性和应聘者数量对不同认知闭合需要个体招聘决策过程发挥的潜在影响。结果显示：（1）高认知闭合需要招聘者平均决策时间更短,探索深度更浅,信息了解的更少;（2）信息完整条件下,招聘者平均决策时间更短,探索深度更浅;信息不完整条件下,低认知闭合需要招聘者的平均搜索时间增幅较大;（3）随着应聘者人数的增加,招聘者平均决策时间变长,低认知闭合需要招聘者平均搜索时间增幅较大,且两者探索模式都趋于属性加工。这意味着信息完整性与应聘者数量对不同认知闭合需要招聘者的决策影响不同,应注意培训招聘者的决策能力,提高员工招聘质量。     

Job search methods,job search outcomes,and job satisfaction of college graduates: a comparison of race and sex

A nationally representative sample of college graduates (N =11,152) were surveyed regarding their job‐seeking behaviors and outcomes. Race and sex differences among the job search strategies used, number of job interviews, number of job offers, annual salary, and job satisfaction were examined. Results indicated significant race and sex differences in job search methods used. There were significant differences in underemployment and job satisfaction as a function of race, and in underemployment and annual salary as a function of sex. There were no significant differences in number of job interviews or job offers regardless of race or sex.     

“Looking for Work But Nothing Seems to Work”: The Job Search Strategies of Internationally Trained Engineers in Canada

This exploratory mixed-method study focussed on the experiences of internationally trained engineers in looking for and finding suitable employment in Canada. An online survey was conducted with 309 internationally trained engineers. The internationally trained engineers used a range of job search strategies to look for suitable employment in the engineering field, often with little success. Those respondents who had secured jobs in the engineering profession were significantly more likely to have been referred by another employer (p?=?0.05) and less likely to have placed or responded to an advertisement in the newspaper (p?<?0.05) than those who did not hold jobs in the engineering profession. No significant differences were seen between these two groups regarding other job search strategies used. In-depth qualitative interviews were conducted with 20 of the survey respondents, and this paper details the diverse strategies used by these participants to find suitable employment. The findings of the study emphasise the role of systemic-level barriers in the job search experience of internationally trained engineers.