information during the recruitment process applicant self insight is important

Information during the recruitment process applicant

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information during the recruitment process, applicant self-insight is important to consider (without such insight, even having received the information, an applicant may not be able to evaluate whether the position described represents a good fit). Identify Job Applicant Problem Before we identify about the problem of job applicant, we have to know what job applicant is. Job applicant is one who has interest in applying for a job profile in an organization for performing the corresponding job as defined by the organization. And these are problems job applicant that we define in a journal “Employee recruitment: current and important areas for future research” by James Breaugh.
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1) Concerning anchoring and adjustment, research in social psychology (see Kruglanski & Sleeth-Keppler, 2007) has found that, having formed an initial attitude concerning a topic, individuals typically don’t sufficiently adjust this attitude after receiving additional relevant information. This suggests that providing an RJP to an applicant who already has an opinion of what a position with an employer involves may not result in an adequate adjustment of this initial opinion. Although some adjustment is better than none at all (i.e., even if an RJP doesn't lead to accurate expectations, they may be more accurate than if no RJP was provided), certain types of RJPs are likely to result in more adjustment than others. 2) Inability to predict how one will react to events in the future, means that even if an organization provides descriptive information about what a job involves, an RJP recipient may have difficulty anticipating how he or she will react to various aspects of the new job. Breaugh et al. (2008) have provided a detailed discussion of how this inability to predict one's reactions can at least partially be overcome if an RJP includes information that is both descriptive (i.e., factual) and judgmental (i.e., addresses the reactions other employees have to the job attributes). 3) A final factor is a lack of applicant self-insight concerning one's abilities or what one wants in a job. Baumeister, Schmeichel, and Vohs (2007) have provided a comprehensive summary of psychological research that has documented that individuals frequently lack self-insight. In particular, this research has shown that individuals typically have an inflated view of their abilities. Although over two
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  • Fall '12
  • Michael R. Carrell, Christina Heavrin, J.D.

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