The job applicant reactions towards Patterned Behavior Description Interview (PBDI) and Mixed Situational and Patterned Behavior Description Interview (Mixed SPBDI)

Background: When applying for a job, applicant reactions are defined as the amount to which the applicants of the job regard the process of selection as impartial or unbiased. The questions for the structured interview can be future-oriented (Situational Interview) or past-oriented (Patterned Behaviour Description Interview). Past research on using SI or PBDI in selection process and their effects on applicant reactions showed that applicant reactions are highest towards PBDI. Methods: The aim of this study was to investigate the effect of combining PBDI and SI (mixed SPBDI) as interview questions, and to differentiate its effect with PBDI. This study involved 46 lecturers from the International Islamic University Malaysia (IIUM). This study used (a) mixed SPBDI, and PBDI as interview questions, and (b) Applicant Reaction Questionnaires which was based on the Organizational Justice theory. The interview was conducted in a transcript form. After the participants answered the interview transcripts, they answered the applicant reactions questionnaires. The data was then analysed and presented. Results: The results showed a significant difference between mixed SPBDI and PBDI, with the PBDI’s mean (M = 13.61; SD = 1.57) is significantly higher than the mixed SPBDI’s mean (M = 10.89; SD 1.91), t (46) = 7.22; p < 0.01. Specifically, applicants reacted more positively to PBDI interview content compared to the mixed SPBDI. Conclusion: This research had few limitations such as the interview being conducted in the form of transcript and not verbally as in real workplace context. It is also limited to studying the reactions in terms of only perceived fairness and no other elements such as organizational effectiveness or the decision making of the applicants. Nevertheless, this study has contributed to the theoretical and research development in applicant reactions, and to the practical application for organizations in Malaysia.

Applicant Reactions to Digital Selection Methods: A Signaling Perspective on Innovativeness and Procedural Justice

Research has shown that the use of digital technologies in the personnel selection process can have both positive and negative effects on applicants’ attraction to an organization. We explain this contradiction by specifying its underlying mechanisms. Drawing on signaling theory, we build a conceptual model that applies two different theoretical lenses (instrumental-symbolic framework and justice theory) to suggest that perceptions of innovativeness and procedural justice explain the relationship between an organization’s use of digital selection methods and employer attractiveness perceptions. We test our model by utilizing two studies, namely one experimental vignette study among potential applicants (N = 475) and one retrospective field study among actual job applicants (N = 335). With the exception of the assessment stage in Study 1, the positive indirect effects found in both studies indicated that applicants perceive digital selection methods to be more innovative. While Study 1 also revealed a negative indirect effect, with potential applicants further perceiving digital selection methods as less fair than less digitalized methods in the interview stage, this effect was not significant for actual job applicants in Study 2. We discuss theoretical implications for the applicant reactions literature and offer recommendations for human resource managers to make use of positive signaling effects while reducing potential negative signaling effects linked to the use of digital selection methods.