The timing of when you turn down an applicant would be extremely important in applicant reactions. This is anecdotal but I applied for a job in which I had two interviews and had to take two on-site paper-and-pencil tests. They denied me the job without giving a good reason as to why. I was very confused as to why they would make me test so much and then not give me a reason as to why. Graduate schools are notoriously bad about this in denial letters. I have never received a denial letter of more than two
I found it really interesting that applicants seemed to prefer more operationally valid selection measures. How might organizations take into account applicant perceptions when making decisions about which selection measures to use? How would job-relatedness perceptions influence perceptions of selection measures and procedures?
The authors noted that there was more within country variance than between country variance in applicant reactions to selection measures. This made me wonder how that variance might split out. I wonder if minority applicants within the countries studied might tend to have different reactions to selection measures than do majority applicants, and I wonder if this difference is fairly consistent across countries?
The authors mention that applicant reactions to selection tests are positively correlated with selected applicants accepting job offers. What mechanisms might this effect work through?
Yes I agree with Shane, could providing feedback when denied a position that you were closely in line for in the selection process defer the decrease in self-efficacy and anger?
The timing of when you turn down an applicant would be extremely important in applicant reactions. This is anecdotal but I applied for a job in which I had two interviews and had to take two on-site paper-and-pencil tests. They denied me the job without giving a good reason as to why. I was very confused as to why they would make me test so much and then not give me a reason as to why. Graduate schools are notoriously bad about this in denial letters. I have never received a denial letter of more than two
ReplyDeleteI found it really interesting that applicants seemed to prefer more operationally valid selection measures. How might organizations take into account applicant perceptions when making decisions about which selection measures to use? How would job-relatedness perceptions influence perceptions of selection measures and procedures?
ReplyDeleteThe authors noted that there was more within country variance than between country variance in applicant reactions to selection measures. This made me wonder how that variance might split out. I wonder if minority applicants within the countries studied might tend to have different reactions to selection measures than do majority applicants, and I wonder if this difference is fairly consistent across countries?
ReplyDeleteThe authors mention that applicant reactions to selection tests are positively correlated with selected applicants accepting job offers. What mechanisms might this effect work through?
ReplyDeleteIf applicant reactions are found to be largely synonymous across all of these countries, what else would we hypothesize would also be similar?
ReplyDeleteYes I agree with Shane, could providing feedback when denied a position that you were closely in line for in the selection process defer the decrease in self-efficacy and anger?
ReplyDeleteAlthough the authors found similar findings across countries, do you think there should be differences in their interpretations in some cases?
ReplyDelete