Applicant Attraction to Organizations and Job Choice: a Meta-Analytic

In: Business and Management

Submitted By ibngocduyen
Words 16610
Pages 67
Journal of Applied Psychology
2005, Vol. 90, No. 5, 928 –944

Copyright 2005 by the American Psychological Association
0021-9010/05/$12.00 DOI: 10.1037/0021-9010.90.5.928

Applicant Attraction to Organizations and Job Choice: A Meta-Analytic
Review of the Correlates of Recruiting Outcomes
Derek S. Chapman, Krista L. Uggerslev, Sarah A. Carroll, Kelly A. Piasentin, and David A. Jones
University of Calgary
Attracting high-performing applicants is a critical component of personnel selection and overall organizational success. In this study, the authors meta-analyzed 667 coefficients from 71 studies examining relationships between various predictors with job– organization attraction, job pursuit intentions, acceptance intentions, and job choice. The moderating effects of applicant gender, race, and applicant versus nonapplicant status were also examined. Results showed that applicant attraction outcomes were predicted by job– organization characteristics, recruiter behaviors, perceptions of the recruiting process, perceived fit, and hiring expectancies, but not recruiter demographics or perceived alternatives. Path analyses showed that applicant attitudes and intentions mediated the predictor–job choice relationships.
The authors discuss the implications of these findings for recruiting theory, research, and practice.
Keywords: recruiting, job choice, applicant reactions, person– organization fit, meta-analysis

a quantitative review of this literature has not been conducted. A meta-analytic review would complement the existing narrative reviews by improving the estimation of the relationships between predictors and outcomes associated with applicant attraction
(Schmidt & Hunter, 2001). Accordingly, the first goal of this study was to use meta-analytic techniques to summarize the relationships between traditional predictors and outcomes…...

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