Abstract
Employment tests, once primarily focused on screening external applicants, are increasingly used for decisions involving internal candidates (e.g., promotions or lateral transfers). The current study examines differences between internal and external candidates in reactions to an online selection test. Results indicate that internal candidates perceived a general lack of advance information regarding the assessment. However, they were considerably more likely to recommend the organization to others as compared with external candidates. Candidate status also moderated several reactions–outcomes relationships. Results are discussed in terms of their implications for organizations and directions for future research on internal candidate reactions are proposed.
Published Version
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