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rsityCity Boulevard, Charlotte, NC 28223-0001, USA. E-mail: clreeve@uncc.edu.
INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT VOLUME 14 NUMBER 1 MARCH 2006
1
r 2006 The Authors
Journal compilation r 2006 Blackwell Publishing Ltd, 9600 Garsington Road,Oxford, OX4 2DQ, UK and 350 Main St, Malden, MA 02148, USA& Hoffman, 2001) and (b) to keep pace with the surgein internet-based recruitment and selection practices1(Anderson, 2003; Bartram, 2000; Lievens & Harris,2003). For instance, Barber (1998) is critical of recruitmentresearchers for ignoring factors that influence initial jobpursuit processes such as reactions to job or organizationaladvertisements. Likewise, Highhouse and Hoffman (2001)noted that most prior research on recruitment messages hasgenerally overlooked the role of the job seeker as the‘‘receiver’’ of information, and thus has ignored reactionsto the specific attributes presented in organizationalmessages. Along the same lines, despite substantial interestamong practitioners (e.g., Day, 2000; Koch, 1990;Marmarchev, 1996), the lack of scholarly attention tointernet-based recruitment and employment advertising
has left many questions unanswered (Bartram, 2000;Breaugh & Starke, 2000).We believe that research on recruitment and job pursuitprocesses in general, and on realistic messages in particular,
must take a more micro-level approach to better understandhow job seekers react to and use information
encountered within formal messages, especially thosemessages viewed via the internet. Our work and methodologydraws from two domains of research – advertising andpsychology – in which there has been a great deal of interest
in how immediate affective reactions influence overallevaluations (e.g., Baumgartner, Sujan, & Padgett, 1997;
Fredrickson & Kahneman, 1993; Polsfuss & Hess, 1991;

 

Note
1. For a notable exception, see the recent special issue of
International Journal of Selection&Assessment (2003).
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