While organizations are evaluating potential candidates for a job, candidates are also evaluating the organization. Perceptions of the hiring process can greatly impact how a candidate views the organization and can influence whether they want to accept a position if offered. Researchers (Schröder et al., 2025) tested different types of selection methods, and what each did to impact the candidates’ perceptions of the organization, including whether it would meet their needs.
THE RESEARCH STUDY
In this study, 208 participants were put through a simulated selection process. They were asked to respond to various job-related scenarios, which aimed to assess underlying personality. The researchers experimented with several different methods of conducting these tests. Some participants were asked for open-ended responses, which allowed them to craft their own answers, whereas others were asked for closed-ended responses (i.e., multiple choice). Participants then rated the organization on several factors, including how well the organization would fulfill their needs.
The researchers found that using open-ended formats led participants to have higher perceptions that the organization would provide them with an opportunity to perform (compared to when using close-ended formats). They also found that open-ended formats let participants feel like they would have more autonomy at the organization.
PRACTICAL APPLICATIONS
Selection processes require substantial time and resources from organizations and candidates. As such, it is important that they be as effective as possible. Organizations who want to apply this research should do the following:
- Create opportunities for candidates to elaborate and explain their answers during the selection process. This can be through open-ended questions or semi-structured interviews.
- Build opportunities for autonomy into selection formats. This may include letting applicants choose their selection instrument or make other decisions.
- Allow candidates to highlight their strengths and feel a personal connection to the organization and selection process.
Schröder, V. S., Kleinmann, M., Heimann, A. L., & Ingold, P. V. (2025). Why do applicants (dis)like selection methods? The role of stimulus and response format for need satisfaction. Journal of Business and Psychology, 40, 995-1016.
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