Browsing by Subject "hakijakokemus"

The recruitment processes and the selection procedures related to them are getting more and more time-consuming and include more and more phases than before. These processes are often designed from the organization’s perspective: how could they select the most suitable candidate for a given position? Yet, the applicants also select where they desire to work based on their experiences of organizations. The applicant experiences of the selection procedures influence the image and reputation of the hiring organization. Hence, it is crucial to consider applicant perspectives when designing the selection procedures. This thesis studies the applicant experiences of personnel assessment in consulting company Psycon Corp. In a personnel assessment a professional outside the hiring organization assesses the job applicants by using various types of selection methods. This thesis examines the personnel assessment from the perspective of organizational justice. According to Gilliland (1993) the fairness of a selection system consists of procedural justice, interactional justice and informational justice. The aim of this study is to see how the applicants experience these dimensions of fairness in personnel assessment and how these dimensions predict experiences of the personnel assessment’s process fairness. It is also studied whether the fairness is related to recommendation intention and whether the selection decision has an effect on how fair the applicant regards the assessment to be. The quantitative data (N=316) was collected from the job applicants who had participated Psycon’s personnel assessment. The statistical analyses were ran by using SPSS-software. The main statistical methods used were exploratory factor analysis, regression analysis and one-way analysis of variance. According to the results, the social factors of the study (treatment, openness, two-way communication) and the structural factors (job relatedness, opportunity to perform) predict the process fairness experience. Information about the assessment prior to the assessment did not predict the perceptions of the process. In general, Psycon’s personnel assessment was seen fair by the applicants, although the accepted candidates regarded it fairer than the rejected ones. When the assessment is seen fair, the applicants are more willing to recommend the company's services to others. This thesis supports the idea that the applicant experiences need be taken into account when managing a selection process. Both the interaction and the methods used are important in shaping the applicants' images about the process and the organization. The applicants should be treated with warmth and respect, but they should also be informed about the predictive validity of the methods. The applicants should feel that they can show their skills and abilities diversely and that they have a chance to ask questions. Since the rejected candidates see the assessment unfairer, it is important to explain how the decision was reached. In follow-up studies it is worth examining for example whether the applicant experiences of the personnel assessment can impact how they see the hiring organization.