THE EFFECTS OF APPLICANTs' REACTIONS TO COGNITIVE ABILITY TESTS AND AN ASSESSMENT CENTER

Abstract

Manufacturing applicants' perceptions of two selection devices were examined. In Study 1, applicants (n= 3,984) completed cognitive ability tests and a survey of reactions. In Study 2, a subset of applicants from Study 1 (n= 194) participated in an assessment center and completed the survey. Applicants reacted favorably to the procedures but viewed the assessment center as more face valid than the cognitive tests. Applicants who perceived the selection techniques more favorably were also more satisfied with the selection process, the job, and the organization. Although applicants' perceptions of the procedures were related to job acceptance intentions, applicants' liking of the job and organization explained the largest unique variance. In future studies, applicants' job acceptance intentions and attitudes toward the job and organization should be assessed before and after administration of selection devices; not controlling for prior impressions resulted in overestimation of the contribution of applicants' perceptions of selection procedures.

Selection fairness information and applicant reactions: A longitudinal field study.

“…Demographic variables collected included age, gender, ethnicity, employment status, education, and whether the applicant had taken a test for this jurisdiction before. Overall selection system process fairness (␣ ϭ .91) was measured by 3 items based on Smither et al (1993) and Macan et al (1994;e.g., "I think that the Civil Service hiring process is a fair way to select people for the job of police recruit"). Organizational attractiveness (␣ ϭ .88) was measured by 5 items adapted from Smither et al (1993;e.g., "The police department is a good place to work").…”

Der Einfluss von Rekrutiererverhaltensweisen auf den Bewerber: Ein mediierter Prozess

“…Seitens der Arbeitgeber besteht Unsicherheit über die wirkliche Produktivität des Arbeitnehmers, Arbeitnehmer hingegen haben kein genaues Wissen über das Arbeits-und Aufgabenumfeld (Spence, 1973). Somit sind die innerhalb von Rekrutierungsmethoden gesendeten Informationen eine kritische Ressource, wenn der Bewerber sich ein Bild über die Arbeitgeberattraktivität eines Unternehmens bildet (Mecan, Avedon, Paese, & Smith, 1994;Richman-Hirsch, Olson-Buchanan, & Drasgow, 2000;Smither, Reilly, Millsap, Pearlman, & Stoffey, 1993). Dahingehend werden sämtliche Signale in die Informationsverarbeitung und somit in die Entscheidungsfindung mit einbezogen, um Informationsasymmetrien auszugleichen (Turban & Greening, 1996) und Unsicherheiten zu reduzieren (Daft & Lengel, 1986).…”

“…Auf Basis der vom Rekrutierer gesendeten Signale entwickelt der Bewerber ein genaueres Bild über das Unternehmen (Rynes et al, 1980;Turban & Dougherty, 1992). Die vom Bewerber gewonnenen Eindrücke bezüglich des Rekrutierers wirken auf die wahrgenommene Arbeitgeberattraktivität und die subjektive Norm und infolgedessen auf die Absicht, den Bewerbungsprozess weiter zu verfolgen (Mecan et al, 1994;Richman-Hirsch et al, 2000;Smither et al, 1993).…”

Gender Differences in Work Sample Assessments: Not All Tests Are Created Equal

“…Meta-analytic reviews have indicated that work samples have high criterion-related validity for predicting job performance (Roth, Bobko, & McFarland, 2005;Schmidt & Hunter, 1998). Furthermore, as work samples have a higher degree of fidelity to tasks performed on the job than traditional individual differences predictors (Asher & Sciarrino, 1974), they are generally associated with more favorable applicant reactions (e.g., Hausknecht, Day, & Thomas, 2004;Macan, Avedon, Paese, & Smith, 1994).…”