What do applicants want? Examining changes in attribute judgments over time

Crystal Michele Harold · Robert E. Ployhart

66 citations0/0 files storedJournal of Occupational and Organizational Psychology

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Employer Branding and e-HRM Higher Education and Employability Medical Education and Admissions

Abstract

Despite years of research examining the types of job and organizational attributes (e.g. pay, fit) that influence applicants' perceptions of organizational attractiveness, almost no research has examined how and why the weighting placed on these attributes may change across the stages of a recruitment and selection process. Using a longitudinal policy‐capturing methodology, doctoral applicants to a psychology graduate programme were surveyed at three points in time. Results revealed the weighting of fit and funding (pay) attributes increased over time, and there were individual differences in attribute weighting over time. Individual differences in applicant marketability partially explained these changes.

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1999Unskilled and unaware of it: How difficulties in recognizing one's own incompetence lead to inflated self-assessments.2005CONSEQUENCES OF INDIVIDUALS' FIT AT WORK: A META‐ANALYSIS OF PERSON–JOB, PERSON–ORGANIZATION, PERSON–GROUP, AND PERSON–SUPERVISOR FIT 1993Handbook of industrial and organizational psychology 1996PERSON‐ORGANIZATION FIT: AN INTEGRATIVE REVIEW OF ITS CONCEPTUALIZATIONS, MEASUREMENT, AND IMPLICATIONS 1987THE PEOPLE MAKE THE PLACE 2002The convergent and discriminant validity of subjective fit perceptions.1982Aggregation bias in estimates of perceptual agreement.1991Matching People and Organizations: Selection and Socialization in Public Accounting Firms

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