THE EFFECT OF ETHICAL SIGNALS ON RECRUITMENT ...

simply respond to pressures to behave unethically. More research is needed to fully
understand these relationships.
Finally, this research provides theoretical implications regarding recruitment
research, specifically signaling theory. When making a job choice, the applicant must
rely on imperfect information from the organization. Activities during the recruitment
process can signal broader organizational characteristics to the applicant. One of these
signals that has not been studied in detail in previous research is ethical signals. Ethical
signals influence perceptions, and ultimately attraction to the organization. This
research answers a call for recruitment research that is more narrow in focus and
grounded in theory. It also answers a call for more research on what affects applicant
decisions. Finally, it addresses a gap in the literature on applicant perceptions,
addressing both some of the antecedents (ethical signals) and outcomes (attraction). The
next section details some practical implications of these theoretical and empirical
findings.
Practical Implications
The current research has many practical implications for managers in
organizations. First, recruiters can present situational or behavioral interview questions
that address ethical issues, which would provide a signal of the organization’s interest in
ethical behavior. For example, “Tell me about a time when you faced an ethical
dilemma. Explain the situation and your reaction to it.” Second, organizations should
keep in mind that recruiters are sending signals to applicants with their behaviors, so
they should be careful not to engage in unethical behaviors during the recruitment
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