Effect Of Information Integrity And The Amount Of Candidates On Recruiters' Decision-making With Different Need For Cognitive Closure

With the increasing number of graduates each year, the employment problems of college students have been focused on in recent years.2013 and 2014 are called “the largest number of graduation year ever”. Of course, with the increasing of scale of graduate students, employment pressure is also increasing. Most graduates expect that they can find an ideal job after graduation. Candidates usually have to undergo sending a resume, written examination and going for an interview when they find jobs. For most jobs have an interview, especially for some jobs with higher demand, employers will have multiple interviews, psychological tests and so on to fully understand candidates' abilities so as to determine which one is more suitable for the post, and finally finish the task of recruitment. And as we all know, recruitment is also a process with mutual choices between candidates and recruiters. So the results of the recruitment will not only be influenced by environmental factors, also affected by the candidates' characteristics. This study expects to discuss the common effects of environmental factors and the candidates' characteristics in order to provide practical references for the job hunting and recruitment in companies.Through the analysis of previous studies and the combining with practical situation, we can find that the individuals' cognitive closure need can influence the decision making process, but the process of recruitment decision-making will be affected is unclear at present. In addition, previous studies have shown that the lack of information and the changing of the number of alternatives in practical decision-making situation will also affect the practical decision. We believe that the environmental factors and individuals' characteristic factors may affect the individuals' decision-making process together. Therefore, this study intends to explore that whether the cognitive closure need, information integrity and the number of indicates can affect the process of recruitment decisions-making or not.This study mainly divides into preliminary experiment and formal experiment. The preliminary experiment is mainly to form a questionnaire of the 30 words recruiters' concerning summarized by domestic scholars, and 40 subjects will finish it by selecting the important information. Then the importance of the top nine words will be used in an information board. In the formal experiment,59 subjects will be divided into high and low cognitive closure need group by< the Need for Cognitive Closure Questionnaire> firstly, then all subjects need to finish simulating recruitment decision-making under four kinds of experimental conditions by information board, the four experimental conditions were the number of candidates is four and the information is complete, the number of candidates is four and the information is incomplete, the number of candidates is eight and the information is complete, the number of candidates is eight and the information is incomplete. And we examine the effect of the need for cognitive closure, information integrity and the number of candidates on the recruitment decision-making process through simulating recruitment decision-making.The results show:(1) Comparing with individuals with low need for cognitive closure, individuals with high need for the cognitive closure have more time and explore information more deeply. Individuals with high need for cognitive closure can finish the task by grasping less information in less time, which might influence the quality of recruitment. So recruiters should realize that and can improve the quality of recruitment by training;(2) Comparing with incomplete information pattern, individuals have less time and explore information shallowly under conditions of complete information;(3) With the increasing of the number of candidates, individuals have more time and exploring pattern tends to be based on the clues. Recruiters should chose suitable ways of searching information so as to insure finishing the task of employing in time and the quality of employing when they face so many candidates;(4) Under the conditions of incomplete information, the rate of increase of average time to explore is small for individuals with high need for the cognitive closure, but is relatively large for individuals with low need for the cognitive closure;(5) With the increasing of the number of candidates, the rate of increase of average time to explore is small for individuals with high need for cognitive closure, but is relatively large for individuals with low need for cognitive closure. So when the number of candidates is increasing, recruiters must pay attention to avoiding missing the suitable candidate because of incomplete information.