Competency-based versus task-based job descriptions: effects on applicant attraction

In order for organizations to attract applicants, they need to ensure they are using attractive recruitment materials. Previous research has failed to examine the effect of varying types of job description formats on applicants’ level of attraction to an organization. This study examined applicants’ attraction to organizations based on competency-based and task-based job descriptions. A total of 258 participants were from a Southeastern university, representing three different majors. The job descriptions were individualized based on academic major. Participants read both competency and task-based job descriptions and rated their attraction to each organization. The Big Five and Love of Learning measures were administered, as these constructs could affect attraction to a particular job description. The results of this study suggested no difference in organizational attraction based on competencies or tasks. Love of Learning was not positively related to attraction to the organization with the competency-based description. Openness to experience was positively related to competency-based job descriptions for nursing majors. Implications and future research suggestions are discussed