Les réactions des candidats envers les techniques de sélection du personnel : une étude dans un contexte francophone
(1999) Le Travail Humain — Vol. 62, n° 4, p. 347-361 (1999)
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- Abstract
- This study examined, first, the reactions of job applicants to selection techniques and, second, the relationships between favorability judgments and other reactions of job applicants. The study was conducted in a French-speaking context using a sample of 235 subjects. Five widely-used techniques were retained : the selection interview, personality tests, ability tests, work sample tests, and graphology. Results showed that selection techniques explained a significant proportion of the variance in job applicants' reactions. Post hoc tests among selection techniques revealed that the selection interview elicited highly positive reactions while graphology provoked strongly negative reactions. These results are in line with previous research (Steiner & Gilliland, 1996). In a similar vein, results also showed that the favorability judgments applicants create regarding selection techniques can strongly affect various facets of their probable commitment to the organization. In fact, favorability judgments were related to the applicants' intention to recommend the organization, attraction to the organization, intention to buy its products, satisfaction with the selection procedure, and motivation to succeed selection tests. Results are interpreted within the framework of organizational entry research (Wanous, 1992). More precisely, applicants' reactions to selection techniques represent an important starting point for understanding the job choice decision-making process (Fudge & Bretz, 1992). Our findings are consistent with the view that during the recruitment process candidates make inferences regarding the suitability of the organization to their own values (Fudge & Bretz, 1992). As a consequence, organizations are encouraged to use fair techniques that can make them more attractive to job applicants.
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Stinglhamber, F., Vandenberghe, C., & Brancart, S. (1999). Les réactions des candidats envers les techniques de sélection du personnel : une étude dans un contexte francophone. Le Travail Humain, 62(4), 347-361. https://hdl.handle.net/2078.5/140115 (Original work published 1999)