When it comes to the hiring process, both organizations and candidates are evaluating each other. The way candidates perceive the selection methods used by an organization can greatly impact their decision on whether to accept a job offer. A study conducted by Schröder et al. in 2025 tested different selection methods to see how they influenced candidates’ perceptions of an organization and whether it would meet their needs.
In this research, 208 participants went through a simulated selection process where they responded to work-related scenarios to assess their underlying personality traits. The researchers tested different methods, such as open-ended and closed-ended questions. Participants then rated the organization on various factors, including how well it would meet their needs.
The study revealed that using open-ended formats resulted in participants having a higher perception that the organization would provide them with opportunities to perform, compared to using closed-ended formats. Additionally, participants felt that open formats gave them more autonomy within the organization.
For organizations looking to apply these findings, there are practical applications to consider:
1. Provide opportunities for candidates to elaborate on their answers during the selection process through open-ended questions or semi-structured interviews.
2. Incorporate autonomy into the selection formats by allowing applicants to choose their preferred selection tools or make other decisions.
3. Enable candidates to showcase their strengths and establish a personal connection with the organization and the selection process.
The research conducted by Schröder et al. sheds light on the importance of the selection process in shaping candidates’ perceptions of an organization. By implementing these strategies, organizations can improve their hiring processes and attract top talent.
Reference:
Schröder, V. S., Kleinmann, M., Heimann, A. L., & Ingold, P. V. (2025). Why do applicants not like selection methods? The role of stimulus and response format in need satisfaction. Journal for Business Administration and Psychology, 40, 995-1016.
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