Group polarization revisited : effects of discussion among recruiters on perceived person-job and person-organization fit

• Previous research on job interviews tended to regard the job candidate as the only source of information in assessing person-job (P-J) and personorganization (P-O) fit. Revisiting group polarization theory, this study explores the effects on perceived P-J and P-O fit of discussions among recruiters, i.e. when the cooperating recruiters share socially the impressions they have acquired from panel interviews. Fellow-recruiters thus become a source not only of information in assessing a job candidate, but also of social comparisons and persuasive arguments. Findings from a laboratory experiment in which experienced managers (n=60) conducted fictitious panel interviews with job candidates indicate that, in accordance with group polarization theory, convergence of perceived P-J and P-O fit depends on the possibility of socially sharing decision-related interview experiences. Perceptions of P-O fit showed a stronger tendency to converge than perceptions of P-J fit. This suggests that perceptions of P-O fit are more subject to discussion in the recruiter group than perceptions of P-J fit.

Subject headings

SAMHÄLLSVETENSKAP  -- Psykologi (hsv//swe)

SOCIAL SCIENCES  -- Psychology (hsv//eng)

Publication and Content Type

ovr (subject category)

vet (subject category)