Date of Conferral
Public Policy and Administration
The lack of touch points of interaction during the preemployment hiring process for faculty candidates at public and/or for-profit institutions raised social quality concerns. The purpose of this qualitative phenomenological study was to discover the lived experiences of faculty candidates regarding the preemployment hiring process and social quality. Schuler’s social validity theory provided the framework for the study aiding to identify and address if there is adequate information, participation, transparency, and communication with the four mechanisms. The research questions helped discover and explore the faculty candidates’ perceptions toward the preemployment hiring process and incorporate specific suggested enhancements for a better preemployment hiring process, organizational effectiveness, and candidate experience. Data were collected from semi-structured interviews and surveys with six participants who had recent experiences with the preemployment process. Data were transcribed and analyzed using the four mechanisms from the social validity theory and the Atlas.ti software. The findings indicated a lack of social touch points of interaction during the preemployment hiring process in the following areas: including helpful information, practicing inclusion efforts, and providing effective feedback during the process. Per the findings, they may be used to improve the preemployment hiring process, organizational effectiveness, and enhance the candidates’ experience. The results added to the positive social change through knowledge and ability. As a social change agent, the results will be used to impact the profession, communities, and society.
Grayson Chappell, Janet, "Faculty Candidates' Lived Experiences During the Preemployment Hiring Process" (2021). Walden Dissertations and Doctoral Studies. 10425.