It seems like motivation has an important impact on applicant reactions to testing and selection procedures. What are the differences between the motivations of internal versus external applicants?
How might organizations handle the communication of rejection to minimize perceptions of inequity? Do you think it would ease perceptions of inequity if a) applicants perceive that the selection measure was fair and unbiased, and b) applicants are told what their scores were relative to those who were selected?
Vicki, I had the same question. When do we want to measure the reactions to the selection measures? Should each step in the selection system be measured separately or should applicants indicate their reaction to the selection test overall? What information would be more useful for organizations?
Also, might asking applicants about their satisfaction with the selection system think of things (e.g., "hey maybe this isn't so fair") when they wouldn't have otherwise?
There is so much to think about in this whole business of selection. It seems difficult to also think about applicant reaction, but I can see why it is also an important dimension to keep in mind. Would there be a generational or age difference in applicant reactions to different approaches? I thought it was interesting to point out that applicants who have a bad reaction to a test might still be good workers. How can this be determined?
Are organizations and selection specialists really keen on applicants' perspective of the selection battery when those specific applicants were not selected? Their perceptions may be more negatively skewed from not being selected (i.e., cog. dissonance).
I can’t help but believe that negative perceptions are the result of people not getting selected for the job. Do you think we need to focus our research efforts on preventing backlash against applicants who do not get selected? How big of a threat do you think they pose?
It seems like motivation has an important impact on applicant reactions to testing and selection procedures. What are the differences between the motivations of internal versus external applicants?
ReplyDeleteHow might we develop ways to monitor applicant reactions to selection procedures? When would be a good time to measure these reactions?
ReplyDeleteHow might organizations handle the communication of rejection to minimize perceptions of inequity? Do you think it would ease perceptions of inequity if a) applicants perceive that the selection measure was fair and unbiased, and b) applicants are told what their scores were relative to those who were selected?
ReplyDeleteVicki, I had the same question. When do we want to measure the reactions to the selection measures? Should each step in the selection system be measured separately or should applicants indicate their reaction to the selection test overall? What information would be more useful for organizations?
ReplyDeleteAlso, might asking applicants about their satisfaction with the selection system think of things (e.g., "hey maybe this isn't so fair") when they wouldn't have otherwise?
There is so much to think about in this whole business of selection. It seems difficult to also think about applicant reaction, but I can see why it is also an important dimension to keep in mind. Would there be a generational or age difference in applicant reactions to different approaches? I thought it was interesting to point out that applicants who have a bad reaction to a test might still be good workers. How can this be determined?
ReplyDeleteAre organizations and selection specialists really keen on applicants' perspective of the selection battery when those specific applicants were not selected? Their perceptions may be more negatively skewed from not being selected (i.e., cog. dissonance).
ReplyDeleteI can’t help but believe that negative perceptions are the result of people not getting selected for the job. Do you think we need to focus our research efforts on preventing backlash against applicants who do not get selected? How big of a threat do you think they pose?
ReplyDelete