Implementation intentions as a predictor of applicant withdrawal

ABSTRACT

Despite withdrawal from the job application being a serious concern for organizations, limited research exists that examines this phenomenon. Utilizing the broad intention-behavior framework as suggested in the Theory of Planned Behavior, we examined whether the type of intentions formed when applying for a job (i.e., goal vs. implementation intentions) predicts later withdrawal from the job application. Using a field experimental strategy, half of the applicants in a large applicant pool (N = 5,346) were randomly made to form implementation intentions. It was found that forming implementation intentions was indeed effective in reducing applicant withdrawal, albeit with a small effect size. Theoretical and practical implications of this finding are discussed.

KEYWORDS:

• Applicant withdrawal
• implementation intentions
• manpower

Acknowledgments

We would like to thank Devon Hickman and Erich Iverson for their help in editing this manuscript.

Disclosure statement

No potential conflict of interest was reported by the authors.