Predicting applicant withdrawal: An expectancy theory perspective

The purpose of this study was to examine the predictors of withdrawal from the job application process. To this end, this study used expectancy theory as its theoretical framework. Using data from 5,346 applicants to an entry-level military position in a large European military organization, results indicated that a positive change in job attraction, applicant emotional stability, and conscientiousness, and the amount of information and self-efficacy regarding selection procedures all had negative relationships with applicant withdrawal. The variables, which had a positive relationship with applicant withdrawal, included time interval after the application and perceptions of alternative employment opportunities. In addition, self-reported reasons for withdrawal were also examined, which included scheduling conflicts, problems with completing the application documents, and losing interest in the job. Both theoretical and practical implications of the findings are discussed.     

Effects of discriminatory interview questions and gender on applicant reactions

Justice and signalling theory were used to explain the effects of discriminatory interview questions on applicant reactions. Participants were randomly assigned to a hypothetical interview condition with four, two or no discriminatory questions. Discriminatory questions had a significant negative effect on participant’s reactions to the interview and interviewer; perceptions of employee treatment; and intentions to pursue employment, accept a job offer, and recommend the organization to others. Participants also responded less favorably to a female interviewer, and female interviewees reported more negative perceptions. In addition, a sequential model was supported in which discriminatory questions had a negative effect on reactions toward the interview and interviewer; reactions were positively related to organizational attractiveness; and organizational attractiveness was positively related to intentions to pursue employment, accept a job offer, and recommend the organization.     

Quitters would not prosper: Examining the relationship between online assessment performance and assessment attrition behavior

Hiring managers are often hesitant to implement online assessments over concerns that higher‐quality candidates are more likely to quit lengthy assessment batteries than lower‐quality candidates. In this paper, we present the results of two studies that collectively challenge this assumption. In Study 1, data from 327,517 job‐seekers spanning eight hiring contexts showed that assessment performance was negatively associated with subsequent assessment attrition behavior. In Study 2, we replicated this pattern of effects in two additional samples comprising 1,844,604 applicants for hourly associate positions, and 18,937 applicants for nursing positions. Collectively, these findings suggest that some degree of attrition may ultimately benefit, rather than harm, organizations using prehire assessments.     

Personnel selection in the digital age: a review of validity and applicant reactions,and future research challenges

ABSTRACT

We present a targeted review of recent developments and advances in digital selection procedures (DSPs) with particular attention to advances in internet-based techniques. By reviewing the emergence of DSPs in selection research and practice, we highlight five main categories of methods (online applications, online psychometric testing, digital interviews, gamified assessment and social media). We discuss the evidence base for each of these DSP groups, focusing on construct and criterion validity, and applicant reactions to their use in organizations. Based on the findings of our review, we present a critique of the evidence base for DSPs in industrial, work and organizational psychology and set out an agenda for advancing research. We identify pressing gaps in our understanding of DSPs, and ten key questions to be answered. Given that DSPs are likely to depart further from traditional non-digital selection procedures in the future, a theme in this agenda is the need to establish a distinct and specific literature on DSPs, and to do so at a pace that reflects the speed of the underlying technological advancement. In concluding, we, therefore, issue a call to action for selection researchers in work and organizational psychology to commence a new and rigorous multidisciplinary programme of scientific study of DSPs.     

Reducing faking on personality tests: Testing a new faking‐mitigation procedure in a U.S. job applicant sample

Faking has remained a major concern for organizations using self‐report personality measures for selection. Scholars recenlty developed a new middle‐warning faking‐mitigation procedure. The present replication study was the first field test in the United States using 193 applicants for an entry‐level position in a New York‐based consulting firm. Results replicated most of Fan et al.'s findings including (a) the middle‐warning significantly lowered fakers' personality scores over retesting, whereas the control message had little influence on nonfakers; (b) the above warning effect carried over to personality scales that were not retested; and (c) the persistent tendency of potential fakers rising to the top of personality score distribution was weakened. In addition, applicants' perceptions were not being negatively affected by the warning.     

Multiple,speeded assessments: Initial evidence on subgroup differences and applicant perceptions

Recently, shorter assessments have emerged as potential alternatives for more resourceful traditional selection approaches. Multiple, speeded assessments (MSAs) represent such an alternative. In MSAs, candidates participate in a large number of short (a maximum of 5 min), behavioral simulations in which they face a variety of job situations. Initial psychometric evidence on the validity of MSAs is promising. Yet, validity represents only one piece of evidence. It is not known whether MSAs disadvantage specific subgroups, which may inhibit diversity. There is also no information on candidates' experience of going through an MSA, which is pivotal for the attractiveness of the organization's selection process. Therefore, this study investigates an MSA in terms of subgroup differences (gender and nationality) and applicant perceptions. Master of Business Administration (MBA) students (N = 96) proceeded through 18 short role-plays sampling junior management situations. Score differences between men and women were negligible. Yet, there were large score differences between national citizens and foreigners. There was no evidence for predictive bias for nationality, though. Of the applicant reaction measures, interpersonal treatment perceptions contributed most to overall fairness perceptions. These findings add to the evidence in support of MSAs, while also stressing to remain vigilant for potential score differences among subgroups.     

Thou Shalt not Lie! Exploring and testing countermeasures against faking intentions and faking in selection interviews

Many applicants use faking in interviews to present themselves more favorably than they really are. There is widespread concern that this may affect interview validity. As previous research on countermeasures is sparse, we conducted an exploratory study to identify the most promising countermeasures. For technology-mediated interviews, these were warnings referring to a criterion-based content analysis and lie detection algorithms focusing on nonverbal or paraverbal cues. For face-to-face interviews, these were objective questions and a personable interviewer. We then investigated the effects of these countermeasures on faking intentions in two experimental vignette studies and on faking in another simulated interview study. However, none of the countermeasures could reduce faking intentions or faking. Additionally, in the vignette studies, warnings impaired applicant reactions.     

The development and validation of the Privacy and Data Security Concerns Scale (PDSCS)

This study describes the development and validation of the Privacy and Data Security Concerns Scale (PDSCS), designed to assess job applicants’ privacy and data security concerns. Validity evidence for the PDSCS was established with four steps including: item generation and content validation, item reduction, confirmatory factor analysis, and construct and criterion validity. Our findings supported the content and proposed factor structure of the nine‐item PDSCS. Specifically, the proposed three‐factor structure (with the subdimensions: Secure connection, inappropriate use of information, and mistrust in employer security practices) as well as a second‐order factor, (termed privacy and data security concerns) were confirmed. Additionally, evidence is presented for the criterion validity of the PDSCS and its subdimensions.     

E‐Recruitment: A study into applicant perceptions of an online application system

Little is known about applicant reactions to web‐based recruitment and selection procedures. This study examines applicant perceptions of web‐based procedures, based on a field study among 1360 applicants to a multinational financial services organization applying for jobs in the United Kingdom, the Netherlands, and Belgium. With respect to the personal characteristics it was found that external (as opposed to internal), Belgian (as opposed to Dutch), and Internet savvy (as opposed to less savvy) candidates were more satisfied with the online application procedure and its features. However, it was found that features of the website, perceived efficiency and user‐friendliness, were by far the most important determinants of applicant satisfaction. Implications for organizations and future research on E‐recruitment are discussed.     

Better explaining the benefits why AI? Analyzing the impact of explaining the benefits of AI-supported selection on applicant responses

Despite the increasing popularity of AI-supported selection tools, knowledge about the actions that can be taken by organizations to increase AI acceptance is still in its infancy, even though multiple studies point out that applicants react negatively to the implementation of AI-supported selection tools. Therefore, this study investigates ways to alter applicant reactions to AI-supported selection. Using a scenario-based between-subject design with participants from the working population (N = 200), we varied the information provided by the organization about the reasons for using an AI-supported selection process (no additional information vs. written information vs. video information) in comparison to a human selection process. Results show that the use of AI without information and with written information decreased perceived fairness, personableness perception, and increased emotional creepiness. In turn, perceived fairness, personableness perceptions, and emotional creepiness mediated the association between an AI-supported selection process, organizational attractiveness, and the intention to further proceed with the selection process. Moreover, results did not differ for applicants who were provided video explanations of the benefits of AI-supported selection tools and those who participated in an actual human selection process. Important implications for research and practice are discussed.     

Perceived fairness in employee selection: the role of applicant personality

The present study investigated the role of applicant personality in relation to applicant procedural and distributive justice perceptions after being informed of an organization’s reject/accept selection decision. A sample of 503 students completed a selection test, believing the results would be used to make initial selection decisions for an organization recruiting from the university. Participants were presented with selection decisions (randomly assigned) two weeks later, and procedural and distributive justice perceptions were assessed. Hierarchical regression analyses indicated that agreeableness, openness to experience, and test-taking self-efficacy were positively related with perceptions of procedural and distributive justice. Neuroticism was negatively associated with distributive justice perceptions. The relationships of test-taking self-efficacy with procedural and distributive justice were moderated by the organization’s selection decision.     

面试中的AIM问题及改进对策

面试、尤其是结构化面试是企业、政府机关及一些非盈利性组织选拔人才的最常用的工具。随着应聘者的面试经验增加,面试选拔优秀人才的难度也在增加。本文借鉴国外“印象控制”（AIM）概念,就如何克服主试者的主观偏见、第一印象偏见、次序对比偏见等面试误差、提高面试的信度和效度作了探索。     

The Relationship Between Applicant Reactions, the Likelihood of Complaints, and Organization Attractiveness

This study examined the effect of applicants' reactions to selection measures on complaint intentions and perceptions of organizational attractiveness. Despite recent challenges to selection tests for invasion of privacy, limited research has examined the link between specific reactions and potential legal challenges. As predicted, perceived invasiveness was significantly related to perceived likelihood of complaints for three selection measures. Further, perceived job relatedness was negatively related to likelihood of complaints for a test battery and a math test, but not for an integrity test. On the other hand, neither job relatedness nor invasiveness was significantly related to organizational attractiveness for any of the tests. Limitations and implications for future research are discussed.     

Recruiting and Selecting Professionals: Context,Qualities and Methods

Evidence based on a survey of professional firms and in-depth interviews with decision-makers responsible for selection examines the most frequently used and valued methods for hiring qualified professional staff in a sample of Scottish accountancy, architecture, law, and surveying practices. The survey suggests an emphasis on personality, work experience and general attributes for senior posts, and that high value is placed on interviews and informal sources of information in assessing these qualities. Firm characteristics and context, particularly size of practice, the role of the partner in the selection process, labour supply, and perception of recruitment difficulties are shown to be related to the type of selection method used. Consistent with the view of selection as a social process, the case study evidence suggests that ‘informality’ may play an important role when partners responsible for selection have long tenure with their firm and when firms experience recruitment difficulties. More generally, informal networks and interview processes may act as effective information and communication vehicles for small and medium-sized professional practices.     

APPLICANT REACTIONS TO PRE-EMPLOYMENT APPLICATION BLANKS: A LEGAL AND PROCEDURAL JUSTICE PERSPECTIVE

The current research investigated applicant reactions derived from common application blanks. Previous work has found applications to be riddled with legally inadvisable items, but limited research has attempted to understand how such items might affect applicants. By using organizational justice theory as a framework, two studies examined applicant reactions from two application blanks: a legally advisable application and a legally problematic application. It was found that applicants completing the legally problematic application had lower perceptions of justice and expressed higher litigation intentions compared to those completing the legally advisable application, especially for those that were rejected without an explanation.

The biasing effects of selection and attrition on estimating the mean

Organizational and validation researchers often work with data that has been subjected to selection on the predictor and attrition on the criterion. These researchers often use the data observed under these conditions to estimate either the predictor or criterion's restricted population means. We show that the restricted means due to direct or indirect selection are a function of the population means plus the selection ratios. Thus, any difference between selected mean groups reflects the population difference plus the selection ratio difference. When there is also attrition on the criterion, the estimation of group differences becomes even more complicated. The effect of selection and attrition induces measurement bias when estimating the restricted population mean of either the predictor or criterion. A sample mean observed under selection and attrition does not estimate either the population mean or the restricted population mean. We propose several procedures under normality that yield unbiased estimates of the mean. The procedures focus on correcting the effects of selection and attrition. Each procedure was evaluated with a Monte Carlo simulation to ascertain its strengths and weaknesses. Given appropriate sample size and conditions, we show that these procedures yield unbiased estimators of the restricted and unrestricted population means for both predictor and criterion. We also show how our findings have implications for replicating selected group differences.     

Reducing MMPI-2 defensiveness: the effect of specialized instructions on retest validity in a job applicant sample

The MMPI-2 is often used for screening job applicants when public safety or security are at risk. Inherent in such applications is concern for profile validity and test defensiveness. In this study, we examine the impact of revised instructions on profile validity for a group of job applicants who initially produced invalid profiles. Participants were 271 male applicants for airline pilot positions. Of these, 72 produced invalid defensive MMPI-2 profiles during preemployment screening. The MMPI-2 was readministered to these applicants with instructions informing them of validity scales and instructing them to respond in a more open, honest manner. Comparisons were made between valid and invalid profiles for initial administrations and between valid and invalid profiles at readministration. Some clinical scales were more elevated for valid, nondefensive profiles. Most content scales showed more elevation for valid profiles, and 12% of the applicants who were retested produced significant elevations (T>or=65) on the content scales. Profiles were similar to those produced by employed pilots of a previous study.     

Sex bias in hiring: Effects of job demands and applicant competence

Managers in a large corporation evaluated application materials representing one of eight hypothetical job candidates. In order to examine the effects of two types of information on sex bias, three factors were manipulated in a factorial design: (1) Applicants were either male or female engineers; (2) they appeared highly competent or moderately competent based on academic performance; (3) they were applying for an engineering job that entailed either technical engineering tasks or managerial tasks in addition to the technical tasks. Greater discrimination against women occurred in evaluations for the technical-managerial job, even with highly competent applicants. These results are explained in terms of ambiguity: Because it was not obvious that applicants would succeed on the additional managerial tasks, the evaluators resorted to stereotypes in order to make their predictions.     

Think fast: The role of thin slices of behavior in employee selection decisions

This study integrates past research addressing decision‐making, employee selection, and influence processes in an attempt to provide both a theoretical and empirical foundation for future research addressing initial impressions throughout the interview process. Using data from a simulated hiring situation comprised of 28 recruiters and 229 applicants, the results suggest that initial impressions formed at the beginning of the interview make a substantive impact on final impressions. However, impressions formed at the career fair do not appear to impact final impressions without considering the interactive effects of decision confidence. Hypotheses proposing that decision confidence would moderate linkages between initial impressions formed at the beginning of the interview and both interview scores and final impressions were not supported. We discuss the theoretical and practical implications of these findings for selection.