Keeping Up With the Joneses: Applicants Reactions to Multimedia SJTs

Engagement, procedural fairness, and perceived fit as predictors of applicant withdrawal intentions: A longitudinal field study

“…One way that many organizations are attempting to engage applicants is through media‐rich assessments that utilize computer‐ or internet‐based content such as video, animation, and other interactive formats (Bruk‐Lee et al, ). Beyond enhancing engagement, preliminary research suggests that media‐rich assessments are seen as higher in fairness and are linked to greater organizational attraction than traditional paper and pencil assessments (Drew et al, ).…”

“…More recently, other researchers have examined applicant reactions to and outcomes resulting from the use of technology enhanced selection procedures (Bruk‐Lee, Drew, & Hawkes, ). For example, Drew, Lamer, Bruk‐Lee, LeVine, and Wrenn () found that technology enhanced situational judgment tests (SJTs) had higher perceived job relatedness than text based SJTs. Additionally, candidates who completed technology enhanced SJTs had greater intentions to accept a job offer and had more favorable perceptions of the organization than candidates who completed a text based SJT (Drew et al, ; Wrenn, Drew, Buxo, Bruk‐Lee, & Levine, ).…”

“…For example, Drew, Lamer, Bruk‐Lee, LeVine, and Wrenn () found that technology enhanced situational judgment tests (SJTs) had higher perceived job relatedness than text based SJTs. Additionally, candidates who completed technology enhanced SJTs had greater intentions to accept a job offer and had more favorable perceptions of the organization than candidates who completed a text based SJT (Drew et al, ; Wrenn, Drew, Buxo, Bruk‐Lee, & Levine, ). Researchers have also found that candidates who reported more enjoyment of a technology enhanced selection tool had a higher intention to use it and perceived it as fairer than candidates who did not enjoy the assessment (Laumer, Eckhardt, & Weitzel, ).…”