LES RÉACTIONS DES CANDIDATS ENVERS LES TECHNIQUES DE SÉLECTION DU PERSONNEL : UNE ÉTUDE DANS UN CONTEXTE FRANCOPHONE

• Published in: Travail humain (Paris) 1999, Vol.62 (4), p.347-361
• Main Authors: Stinglhamber, F., Vandenberghe, C., Brancart, S.
• Format: Article
• Language: fre
• Subjects: Orientation. Sélection. Evaluation; Psychologie du travail; Psychologie. Psychanalyse. Psychiatrie; Psychologie. Psychophysiologie; RECHERCHES EMPIRIQUES / EMPIRICAL STUDIES; Sciences biologiques et medicales; Sciences biologiques fondamentales et appliquees. Psychologie
• ISSN: 0041-1868; 2104-3663

This study examined, first, the reactions of job applicants to selection techniques and, second, the relationships between favorability judgments and other reactions of job applicants. The study was conducted in a French-speaking context using a sample of 235 subjects. Five widely-used techniques were retained : the selection interview, personality tests, ability tests, work sample tests, and graphology. Results showed that selection techniques explained a significant proportion of the variance in job applicants' reactions. Post hoc tests among selection techniques revealed that the selection interview elicited highly positive reactions while graphology provoked strongly negative reactions. These results are in line with previous research (Steiner & Giüiland, 1996). In a similar vein, results aho showed that the favorability judgments applicants create regarding selection techniques can strongly affect various facets of their probable commitment to the organization. In fact, favorability judgments were related ù the applicants' intention to recommend the organization, attraction to the organization, intention to buy its products, satisfaction with the selection procedure, and motivation to succeed selection tests. Results are interpreted within the framework of organizational entry research (Wanous, 1992). More precisely, applicants' reactions to selection techniques represent an important starting point for understanding the job choice decision-making process (Judge & Bretz, 1992). Our findings are consistent with the view that during the recruitment process candidates make inferences regarding the suitability of the organization to their own values (Judge & Bretz, 1992). As a consequence, organizations are encouraged to use fair techniques that can make them more attractive to job applicants. Cette étude fut menée dans un contexte francophone auprès d'un échantillon de 235 sujets. Elle avait pour objectif d'examiner (a) les réactions des candidats aux techniques de sélection et (b) les relations entre les jugements de favorabilitè et les autres réactions des candidats. Cinq techniques de sélection furent retenues : l'entretien, les tests de personnalité, les tests d'aptitudes, les tests de simulation et la graphologie. Les résultats montrèrent qu'il y avait un impact significatif de la méthode de sélection sur les réactions des postulants. L'entretien exerçait les effets les plus positifs sur ces variables, alors que la graphologie avait les effets les p