Applicant Reactions to Selection Procedures: Meta-Analysis of 86 Samples

An updated meta-analysis of 86 independent samples (N = 48,750) on applicant reactions to selection procedures. The data was compiled by John P. Hausknecht of DePaul University. It examines correlations between applicant perceptions, organizational outcomes, and performance on various selection tools.

Use Cases

• Modeling the relationship between perceived test validity and applicant intentions based on described correlations.
• Comparing applicant favorability ratings across different selection tools like interviews, work samples, and cognitive ability tests.
• Analyzing the impact of procedural and distributive justice perceptions on organizational attractiveness.
• Investigating demographic correlations with applicant reactions based on the near-zero average correlations reported.

Strengths

• Meta-analysis aggregates results from 86 independent samples.
• Total sample size of 48,750 applicants provides a substantial basis for analysis.
• Examines specific relationships between perceptions, validity types, and selection tool types.

Limitations

• Column-level documentation is absent; field semantics must be inferred after download.
• Row count for the underlying meta-analytic dataset is unknown, which may limit suitability assessment.
• Last update date is unknown; freshness unverified.

Provenance

Source

John P. Hausknecht, DePaul University

Collection Method

Meta-analysis of prior research studies.