Relevance & research question

Over the past years there has been a strong increase in the use of online application systems in personnel selection. Considering appearance and functions, two major types of features can be distinguished: online forms and online testing. Online forms usually enable candidates to upload files or to enter personal information. Online tests are for instance used to examine an applicant’s skills, personality, or interests. Research shows that the perceived attractiveness and acceptance of online application systems have a substantial influence on the rating of such tools as well as the perceived image of the company using them. These perceptions and ratings have in turn a great impact on an applicant’s decision making. We assume, that these ratings are not solely dependent on the attractivity of an application system but rather on individual differences. Particularly, an individual’s privacy concerns may have an impact on how positively such an online application system is perceived. Furthermore, we assume that individuals high in computer self-efficacy, rate online applications more positively.

Method & Data

In our study N = 452 university students completed an online questionnaire. Participants were asked about previous experience with online application systems as well as about their rating of different features of these systems (e.g. uploading a CV, working on a personality test). Additionally, privacy concerns were assessed as well as computer self-efficacy and personality.

Expected Results

We expect that individuals high in privacy concerns generally give poorer ratings of online application procedures. Furthermore, it is assumed that higher computer self-efficacy leads to better ratings of online application systems.

Added Value

In order to improve online application procedures it is important to assess individual perspectives on the different elements of the application process. Individual differences may play a crucial role when it comes to the rating of these systems. In furtherance of the constant improvement of application procedures, the study of individual differences may help to gain insights into applicants’ preferences allowing for the construction of more individualized measures.