Abstract
The purpose of this study is to investigate applicants’ reactions towards different personnel selection methods used in Pakistan. A sample of 149 undergraduates, graduates, and working adults rated...
Highlights
Research on organizational staff structure has mainly focused on the most traditional methods and techniques used while hiring employees for the job. Marcus (2003) showed that hiring a person is the very first point of contact between the employee and the employer, and studies should search for fair reactions
The facts and figures of main investigations, narrative criticisms (Chan & Schmitt, 2004; Ryan & Ployhart, 2000), and meta-analyses (Anderson, Salgado et al, 2010; Truxillo, Bodner et al, 2009) were issued, and studies on applicant reactions were established as a point of focus
The current study aimed to explore Pakistani job applicants’ reactions to 10 personnel selection methods
Summary
Research on organizational staff structure has mainly focused on the most traditional methods and techniques used while hiring employees for the job. Marcus (2003) showed that hiring a person is the very first point of contact between the employee and the employer, and studies should search for fair reactions. Throughout the previous two decades, applicants and reactions have been considered to be of key interest During this time, the facts and figures of main investigations, narrative criticisms (Chan & Schmitt, 2004; Ryan & Ployhart, 2000), and meta-analyses (Anderson, Salgado et al, 2010; Truxillo, Bodner et al, 2009) were issued, and studies on applicant reactions were established as a point of focus. The facts and figures of main investigations, narrative criticisms (Chan & Schmitt, 2004; Ryan & Ployhart, 2000), and meta-analyses (Anderson, Salgado et al, 2010; Truxillo, Bodner et al, 2009) were issued, and studies on applicant reactions were established as a point of focus These studies have provided us with applicants’ reactions to and perceptions of companies and their hiring processes, with support provided from dissimilar states, and through offering administrations with research on applicant responses upon which they can detrack from their hiring system
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