Individual job‐choice decisions and the impact of job attributes and recruitment practices: A longitudinal field study
通过追踪求职者的求职与选择过程，研究招聘实践（如面试安排、跟进反馈）如何影响工作选择决策，发现提供多层级会面机会和及时跟进能提升吸引力，而设定期限（爆炸式录用）效果有限。
Abstract The present research is intended to contribute to the understanding of how job‐choice decisions are made and the role of effective and ineffective recruiting practices in that process. The issues are examined by tracking job seekers through the job search and choice process. At multiple points in the process, structured interviews are used to elicit information from the job seekers pertaining to how they are making their decision and what factors play a role. Results provide theoretical and practical insights into the organizational and job attributes important to job choice, as well as how specific recruiting practices may exert a significant influence, positive or negative, on job‐choice decisions. For example, our findings reinforced the importance of providing job seekers the opportunity to meet with multiple (and high‐level) organizational constituents, impressive site‐visit arrangements, and frequent and prompt follow‐up. Also, imposing a deadline (i.e., “exploding offer”) showed little effect on job‐choice decisions. Recommendations for recruitment practice and continued research are provided. © 2003 Wiley Periodicals, Inc.