JUDGMENTS OF FIT IN THE SELECTION PROCESS: THE ROLE OF WORK VALUE CONGRUENCE

JUDGMENTS OF FIT IN THE SELECTION PROCESS: THE ROLE OF WORK VALUE CONGRUENCE Work values were examined as an antecedent of recruiters' judgments of applicant fit with the organization. Data were collected on the work values of recruiters, their organizations, and job applicants in actual job interviews conducted through the placement center of a large university. Following the interviews, recruiters evaluated applicants' general employability and organization‐specific fit. Approximately 4 months following the interviews, data on whether the applicants were invited for a second interview were also obtained. Work value congruence between the applicant and the recruiter was found to be related to judgments of general employability and organization‐specific fit. Congruence between the applicant and the organization (as perceived by the recruiter) was not related to judgments of employability and organization‐specific fit. Recruiter ratings of employability were related to the decision to invite the applicant for a second interview. Work value congruence was not related to second interview decisions. It is concluded that if work values and judgments of applicant fit influence the personnel selection process, they are more likely to do so at later stages when job offer decisions are made. Work values and judgments of applicant fit seem to have minimal impact on decisions to retain the applicant for additional consideration in early stages of the selection process. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Personnel Psychology Wiley

JUDGMENTS OF FIT IN THE SELECTION PROCESS: THE ROLE OF WORK VALUE CONGRUENCE

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Publisher
Wiley
Copyright
Copyright © 1994 Wiley Subscription Services, Inc., A Wiley Company
ISSN
0031-5826
eISSN
1744-6570
DOI
10.1111/j.1744-6570.1994.tb01740.x
Publisher site
See Article on Publisher Site

Abstract

Work values were examined as an antecedent of recruiters' judgments of applicant fit with the organization. Data were collected on the work values of recruiters, their organizations, and job applicants in actual job interviews conducted through the placement center of a large university. Following the interviews, recruiters evaluated applicants' general employability and organization‐specific fit. Approximately 4 months following the interviews, data on whether the applicants were invited for a second interview were also obtained. Work value congruence between the applicant and the recruiter was found to be related to judgments of general employability and organization‐specific fit. Congruence between the applicant and the organization (as perceived by the recruiter) was not related to judgments of employability and organization‐specific fit. Recruiter ratings of employability were related to the decision to invite the applicant for a second interview. Work value congruence was not related to second interview decisions. It is concluded that if work values and judgments of applicant fit influence the personnel selection process, they are more likely to do so at later stages when job offer decisions are made. Work values and judgments of applicant fit seem to have minimal impact on decisions to retain the applicant for additional consideration in early stages of the selection process.

Journal

Personnel PsychologyWiley

Published: Sep 1, 1994

References

  • Do people make the place? An examination of the attraction‐selection‐attrition hypothesis
    Bretz, Bretz; Ash, Ash; Dreher, Dreher

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