Fairness Reactions to Selection Methods – A Romanian Study

Study Abstract:

This study examined fairness reactions to 10 selection methods in a sample of 240 Romanian employees. The results showed that Romanian employees rated work samples, interviews, written ability tests, and resumes as favorable, but graphology, ethnicity, and personal contacts as unfavorable. Perceived predictive validity was identified as the strongest predictor of process favorability ratings. Implications for research and practice are discussed.

Link to journal:

http://www.ingentaconnect.com/content/bpl/ijsa/2010/00000018/00000001/art00009

Reacting to Applicant Perspectives Research: What’s next?

In this article, the authors discuss the six studies appearing in the `Applicant Perspectives in Selection’ special issue of International Journal of Selection and Assessment and identify three overarching themes. The first involves, how applicants work to control the impressions employers have of them, highlighting how applicants are active impression managers in selection contexts. The second involves, the broad theme of the kinds of information applicants get, how they get it, and how they react to it. The third involves, how context might shape applicant reactions. The authors highlight areas of future research consistent with these themes and close with some recommendations for practice.

Effect of Framing on Applicants’ Reactions to Personnel Selection Methods

This research demonstrates the effect of framing on applicants’ reactions to two personnel selection methods: undergraduate grade point average and personnel interview scores. Presenting a selection situation framed positively (to accept applicants) caused applicants to rate both selection methods more favorably relative to presenting them with an identical selection situation framed negatively (to reject the remaining applicants). Framing affected reactions that emphasized distributive justice aspects of the selection situation and procedural justice aspects. The results are consistent with Prospect theory and with Fairness Heuristic theory. The paper offers a theoretical explanation for the effect of framing on applicants’ reactions to personnel selection methods, discusses the implications of this effect, and suggests directions for future research.

Sourced from: Latest Issue of International Journal of Selection and Assessment