Applicant Attraction to Organizations and Job Choice: A Meta-Analytic Review of the Correlates of Recruiting Outcomes.
Abstract
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.
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What attracts an employee to an organization is a matter of personal preferences and perceived fit, just as for people without disabilities.
“What the above results suggest is that, just as for people without disabilities, what attracts an employee to an organization is a matter of personal preferences and perceived fit”
From The Participation of People with Disabilities in the Workplace Across the Employment Cycle: Employer Concerns and Research Evidence (2020) · cites this paper as Chapman, Uggerslev, Carroll, Piasentin, & Jones, 2005
Cites
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“Steel and Kammeyer-Mueller (2002) determined that conducting moderator analyses when the ratio of variables to studies included in the analysis was low resulted in biased estimates; therefore, we adopted a conservative approach and only tested for moderator variables when the ratio of coefficients to variables was at…”
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Bonaccio, S., Connelly, C. E., Gellatly, I. R., Jetha, A., & Martin Ginis, K. A. (2020) · Journal of Business and Psychology · doi:10.1007/s10869-018-9602-5 · Cited by 491 · see citing works
“Practical Implications and Research DirectionsWhat the above results suggest is that, just as for people without disabilities, what attracts an employee to an organization is a matter of personal preferences and perceived fit (Chapman, Uggerslev, Carroll, Piasentin, & Jones, 2005).”
BackgroundWhat Types of Jobs Do People with Disabilities Want?
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- Authors
- Chapman, D. S., Uggerslev, K. L., Carroll, S. A., Piasentin, K. A., & Jones, D. A.
- Affiliations
- University of Calgary (CA)
- Venue
- Journal of Applied Psychology
- Published
- 2005
- Volume
- 90
- Issue
- 5
- Pages
- 928-944
- ISSN
- 0021-9010 (ISSN-L)
- 1939-1854
- OpenAlex
- W2069948052
- Cited by
- 1,182
- References
- 6
- Citations by year
- 2026: 49 · 2025: 61 · 2024: 72 · 2023: 80 · 2022: 79 · 2021: 78 · 2020: 77 · 2019: 75 · 2018: 75 · 2017: 72 · 2016: 66 · 2015: 60 · 2014: 61 · 2013: 56 · 2012: 57
- FWCI
- 4.96
- Type
- journal article
- Language
- en
- Open access
- closed
- Locations
- Journal of Applied Psychology (publishedVersion)
- PubMed (publishedVersion)
- Topics
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Employer Branding and e-HRM
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › AI and HR Technologies
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
- Keywords
- applicant attraction, job choice, job pursuit intention, perceived fit, applicant attitudes, applicant gender, personnel selection
- MeSH terms
- Attitude, Career Choice, Choice Behavior, Humans, Job Application, Personnel Selection, Organizational Culture, Intention
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