• Publications
  • Influence
Applicant attraction to organizations and job choice: a meta-analytic review of the correlates of recruiting outcomes.
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 studiesExpand
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The Use of Technologies in the Recruiting, Screening, and Selection Processes for Job Candidates
The results of a survey are presented which examined technology use in recruiting and selection in order to determine (a) what technologies are being used in HR, (b) HR managers' goals for usingExpand
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DEVELOPING A NOMOLOGICAL NETWORK FOR INTERVIEW STRUCTURE: ANTECEDENTS AND CONSEQUENCES OF THE STRUCTURED SELECTION INTERVIEW
A review by Campion, Palmer, and Campion (1997) identified 15 elements of interview structure and made predictions regarding how applicants and interviewers might react to these elements. In thisExpand
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Subjective person–organization fit: Bridging the gap between conceptualization and measurement
Abstract In this paper, we present a critical examination of the literature on subjective person–organization (P–O) fit and highlight several conceptual and measurement issues that may beExpand
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The impact of videoconference technology, interview structure, and interviewer gender on interviewer evaluations in the employment interview: A field experiment
Despite the growing use of communication technologies, such as videoconferencing, in recruiting and selection, there is little research examining whether these technologies influence interviewers'Expand
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Toward an integrated model of applicant reactions and job choice
Previous research on applicant reactions to selection procedures has mainly emphasized the importance of procedural justice. However, much of this work has not examined other applicant reactionExpand
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Perceived similarity and complementarity as predictors of subjective person-organization fit
We examined whether subjective person-organization (P-O) fit arises from perceptions of similarity, complementarity or some combination of both. Data were collected from 209 employees of variousExpand
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Applicant reactions to face-to-face and technology-mediated interviews: a field investigation.
This field study examined applicant reactions (N = 802) toward face-to-face as compared with technology-mediated interviews (through videoconferencing or by telephone) for 346 organizations.Expand
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The Influence Of Videoconference Technology And Interview Structure On The Recruiting Function Of The Employment Interview: A Field Experiment
This field experiment examined whether interview medium and interview structure affects the attractiveness of organizations, interviewer friendliness and performance. Attractiveness ratings of 25Expand
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