Dr Sara Ahmed is a lecturer on Organizational Behaviors and Human Resource Management (OB-HRM) at University of Surrey. She received an MSc in HRM and a PhD degree in HRM-OB from Brunel University, Where she was working as a research assistant and won several awards, such as the Remarkable Brunel Women Award 2015 and the Best PhD Paper Award in the Brunel Business School (BBS) Doctoral Symposium in 2012 and 2014. Before joining University of Surrey, Sara held a position as a lecturer in OB-HRM at BBS, Brunel University in London.
Sara's Main research interest focus on how applicant justice/fairness perceptions influence their job attitudes and behaviors, well-being and self-perceptions as well as the determinants of their fairness reactions. She has a keen interest in organizational justice in the context of personnel selection and promotion, new technology in personnel selection (e.g., Internet-based techniques) cross-country/cultural examination of applicant reactions. Her research has been published in refereed international journals such as Journal of Management and International Journal of Selection and Assessment.
McCarthy J, Bauer T, Truxillo D, Anderson N, Costa A, Ahmed S .
(2017) 'Applicant Perspectives During Selection
A Review Addressing “So What?,” “What’s New?,” and “Where to Next?”'. Sage Publications Journal of Management, 46 (3), pp. pp. 1693-1725.
We provide a comprehensive but critical review of research on applicant reactions to selection procedures published since 2000 (n = 145), when the last major review article on applicant reactions appeared in the Journal of Management. We start by addressing the main criticisms levied against the field to determine whether applicant reactions matter to individuals and employers (“So what?”). This is followed by a consideration of “What’s new?” by conducting a comprehensive and detailed review of applicant reaction research centered upon four areas of growth: expansion of the theoretical lens, incorporation of new technology in the selection arena, internationalization of applicant reactions research, and emerging boundary conditions. Our final section focuses on “Where to next?” and offers an updated and integrated conceptual model of applicant reactions, four key challenges, and eight specific future research questions. Our conclusion is that the field demonstrates stronger research designs, with studies incorporating greater control, broader constructs, and multiple time points. There is also solid evidence that applicant reactions have significant and meaningful effects on attitudes, intentions, and behaviors. At the same time, we identify some remaining gaps in the literature and a number of critical questions that remain to be explored, particularly in light of technological and societal changes.
Anderson N, Ahmed S , Costa A.
(2012) 'Applicant Reactions in Saudi Arabia: Organizational attractiveness and core-self evaluation'. Springer International Journal of Selection and Assessment, 20 (2), pp. pp. 197-208.
This paper reports findings from a survey into applicant reactions of working adults in Saudi Arabia. A sample of 193 participants from four job functions was obtained, with measures of organizational attractiveness, core-self evaluation, and applicant reactions to four popular selection methods in the country – interviews, résumés, work sample tests, and references – being included. Findings indicate a notably similar pattern of preference reactions to previous studies in other (Western) countries, affirming arguments for so-called reaction generalizability. Work sample tests were rated the most favorably followed by interviews, résumés, and references. For specific procedural dimensions, résumés were perceived as the most favorable, followed by work sample tests, interviews, and references. Several significant differences were found across job functions, mostly for interviews and résumés. Significant effects were found between reactions and organizational attractiveness, and between reactions and core-self evaluation, including some interaction effects. Implications for future research and for practice in employee selection are considered in the conclusion.
Truxillo D, Bauer T, McCarthy J, Anderson N, Ahmed S .
(2018) 'Applicant perspectives on employee selection systems'. in Anderson N, Ones D, Sinangil H, Viswesvaran C (eds.) The SAGE Handbook of Industrial, Work & Organizational Psychology: V1 Personnel Psychology and Employee Performance
2nd Edition. SAGE Publications Ltd 1, pp. pp. 508-532. [ Status: Accepted ]
Truxillo, D., Bauer, T., McCarthy, J., Anderson, N., Ahmed, S. (2016), Applicant perspectives on employee selection systems. In Anderson, N., Ones, D. S., Sinangil, H. K., & Viswesvaran, C. (Eds.). Handbook of Industrial, Work & Organizational Psychology. London: Sage.
Ahmed, S., Anderson, N., & Costa, A. C. (2012). Applicant reactions in Saudi Arabia: Organizational attractiveness, core self-evaluation and gender differences. Paper presented at the annual conference of the Division of Occupational Psychology, Chester, UK.
Ahmed, S., Anderson, N., & Costa, A. C. (2012). Bitesize: Bringing science to practice. Symposium presented at the annual conference of the Division of Occupational Psychology, Chester, UK.
Ahmed, S., Anderson, N., & Costa, A. C. (2014). Cross-cultural examination of applicant reactions to online selection procedures. In M. A. Baysinger (Chair), Understanding applicant fairness perceptions: Moderators, mediators, and contextual influences. Symposium presented at the 29th annual conference of the Society for Industrial and Organizational Psychology, Honolulu, Hawaii.
Ahmed, S., Anderson, N., & Costa, A. C. (2014). Fairness reactions to internet-based selection procedures (IBSPs). In D. D. Steiner (Chair), Organizational justice: Theoretical advances serving application. Symposium presented at the 28th annual conference of the International Congress of Applied Psychology, Paris, France.
Ahmed, S., Anderson, N., & Costa, A. C. (2014). Privacy and fairness perceptions of internet-based selection procedures. Poster presented at the 29th annual conference of the Society for Industrial and Organizational Psychology, Honolulu, Hawaii.
Ahmed, S., Anderson, N., & Costa, A. C. (2015). Applicant reactions to internet-based selection procedures. In M. B. Hararia and C. Viswesvaranb (Chair), Applicant reactions to selection procedures: New developments and prospects. Symposium presented at the 30th annual conference of the Society for Industrial and Organizational Psychology, Philadelphia, USA.
Costa, A. C., & Ahmed, S. (2017). Applicant perspectives to new technology in personnel selection: Recent advances and trends. In T. N. Bauer and J. McCarthy (Chair), Applicant reactions during selection: An overview and prelude to a review. Symposium presented at the 32nd annual conference of the Society for Industrial and Organizational Psychology, Orlando, USA.
Ahmed, S., Anderson, N., Costa, A. C., & McCarthy, J. M. (2017). Applicant reactions in a promotion context: A longitudinal study. Paper presented at the 2017 congress of European Association of Work and Organizational Psychology, Dublin, Ireland. https://sites.grenadine.co/sites/mcidublin/en/eawop-2017/schedule/1375/Th-OR-S12-1+-+Applicant+Reactions+In+A+Promotion+Context%3A+A+Longitudinal+Study
McCarthy, J., Bauer, T., Truxillo, D., Anderson, N., Costa, A. C., Ahmed, S. (2017). Job Applicant Reactions: What Is New and What Is Next? Paper presented at the 2017 congress of European Association of Work and Organizational Psychology, Dublin, Ireland.