Applicant self-selection: correlates of withdrawal from a multiple hurdle process.
The authors examined applicant self-selection from a multiple hurdle hiring process. The relationships of the selection status of 3,550 police applicants (self-selected out prior to 1 of the hurdles, passing, or failing) and perceptions of the organization, commitment to a law enforcement job, expectations regarding the job, employment status, the need to relocate, the opinions of family and friends, and perceptions of the hiring process were examined. Differences between those who stayed in the process and those who self-selected out were observed in most areas, and those who self-selected out at early stages differed from those self-selecting out at later stages. African Americans' and women's perceptions also differed from the majority group, indicating some of the difficulties an organization faces in attempting to diversify.
Ryan
A M
AM
Department of Psychology, Michigan State University, East Lansing 48824, USA. ryanan@pilot.msu.edu
Sacco
J M
JM
McFarland
L A
LA
Kriska
S D
SD
D018864:Cultural Diversity; D005260:Female; D006801:Humans; D016015:Logistic Models; D008297:Male; D015999:Multivariate Analysis; D009820:Ohio; D010560:Personnel Selection / Q000379:methods*; D016495:Police; D011594:Psychometrics / Q000379:methods*; D012647:Self-Assessment