Interview support on perceptions of organizational attractiveness

Joel Nadler, Maya Gann-Bociek and Brian Skaggs

Management Research Review, 2017, vol. 40, issue 7, 783-799

Abstract: Purpose - The purpose of this study was to examine how interview support materials provided on a company’s website would impact potential employees’ perceptions of organizational attractiveness (OA). This study examined the effects of interviewer, interview support and employee variables on employees’ perceptions of OA. Design/methodology/approach - This study obtained data from 276 working adults. The participants were asked to visualize that they were selected for an interview, then were given one of four manipulations (with interview support, without interview support; informed participant interview would be with a potential peer, or interview would be with a potential supervisor) and post-manipulation measures (OA perception, trait anxiety, demographics). Findings - This study’s results indicated that interviewer characteristics (peer or supervisor) were not significant; however, women and individuals with a lower socio-economic (SES) status found organizations to be more attractive when provided with interview support. There was an opposite effect on men and those with a higher SES. Research limitations/implications - This study recognizes that the lack of demographic diversity and realism were limitations that must be considered; however, this study also recognizes that these findings have several practical implications (considering offering interview support, potential ideas to increase OA) and social implications (increasing demographic diversity in the workplace by also aiding historically disadvantaged groups). Practical implications - Knowledge of who would be conducting the selection interview potential future peer versus a future supervisor did not affect organizational attraction OA ratings. Interview support offered on a company website had a positive impact on perceptions of OA for women and individuals with lower SES; however, the same support had a negative impact on perceptions of OA for men and individuals with higher SES. Originality/Value - In addition to the social and practical implications this study holds, the authors of this study are not aware of any additional studies that examine gender and SES on organizational attraction.

Keywords: Gender; Recruitment; Organizational attraction; Socio-economic status (search for similar items in EconPapers)
Date: 2017
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Persistent link: https://EconPapers.repec.org/RePEc:eme:mrrpps:mrr-06-2016-0148

DOI: 10.1108/MRR-06-2016-0148

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