Applicant self-selection: Correlates of withdrawal from a multiple hurdle process

The authors examined applicant self-selection from a multiple hurdle hiring process. The relationships of the selection status of 3,550 police applica nts (self-selected out prior to 1 of the hurdles, passing, or failing! and perceptions of the organization, commitment to a law enforcement job, expec tations regarding the job, employment status, the need to relocate, the opi nions of family and friends, and perceptions of the hiring process were exa mined. Differences between those who stayed in the process and those who se lf-selected out were observed in most areas, and those who self-selected ou t at early stages differed from those self-selecting out at later stages. A frican Americans' and women's perceptions also differed from the majority g roup, indicating some of the difficulties an organization faces in attempti ng to diversify.