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Description
Recent technological developments have led organizations to reach out to potential job applicants online, but little is known about the effects of web site content on perceived credibility of recruitment information and organizational attraction. Because organizational attraction is the primary phase of the attraction-selection-attrition model, the present study examines the effects of realistic job previews (RJPs) and employee testimonials on perceptions of credibility and organizational attraction. Three hundred and nineteen participants were gathered through an online "snowball" convenience sample, and randomly assigned to one of six job advertisement conditions. This between-subjects component consisted of a 2 (realistic vs. positive) by 2 (testimonial vs. no testimonial) by 2 (picture vs. no picture) factorial design. The use of testimonials and RJPs were expected to increase perceived credibility and organizational attraction. Pearson correlation, analysis of variance, and multiple regression analyses were used to investigate the effects that content variables had on organizational attraction, the degree to which applicants perceived recruitment information as credible, and the influences that individual differences had on the outcomes of interest. Perceived credibility and perceived fit were significant predictors of organizational attraction. Perceived fit mediated the relationship between RJPs and organizational attraction. However this relationship was opposite of predictions, as positive job previews were rated as more attractive than RJPs. Participants with more full-time work experience had a higher perception of credibility of the advertisements containing employee testimonials compared to those who did not. The results have noteworthy implications for online recruitment in organizations.
