Abstract: For job-hunter and employers, most jobs need an interview. Especially for some jobs with higher demands, employers will have multiple interviews, psychological tests, and so on, to fully understand candidates’ abilities so as to determine which one is more suitable for the job, and finally finish the task of recruitment. Recruitment is a mutual process of selection between recruiters and candidates. Previous studies have shown that individuals’ need for cognitive closure has an impact on the decision-making process. However, it is unclear whether it has an impact on the decision-making process of recruitment. In addition, previous studies also presented that information loss and the change of the number of alternatives in the actual recruitment decision-making process had an influence on the actual decision. In fact, the result of recruitment is not only influenced by environmental factors, but also influenced by the personal characteristics of the recruiter. Therefore, the present study intends to explore whether the cognitive closure need, information integrity and the number of candidates can affect the process of recruitment decisions-making or not. We have two experiments: pre-experiment and formal experiment. The preliminary experiment is mainly to form a questionnaire of the 30 words recruiters’ concerning summarized by domestic scholars, and 40 subjects will finish it by selecting the important information. Then the importance of the top nine words will be used in an information board. In the formal experiment, 59 subjects were divided into high and low cognitive closure needs group by the cognitive closure requirement scale. The formal experiment was mixed experimental design of 2 (high need for cognitive closure, low need for cognitive closure) ×2 (Information integrity, information loss) ×2 (4 candidates, 8 candidates). The two groups of subjects need to finish simulating recruitment decision-making under 4 kinds of experimental conditions by information board to examine the effect of the need for cognitive closure, information integrity and the number of candidates on the recruitment decision-making process through simulating recruitment decision-making. The results and conclusions are as follows: (1) Compare to low need for cognitive closure group, the high ones are shorter in average decision time and more shallow in depth of search. With the increasing of cognitive closure need, it reduces the depth of the individual's search for information when completing recruitment decision task; (2) when the number of candidates increases, individuals tend to attribute search mode. This significantly prolongs the recruitment time for low need for cognitive closure groups; (3) for candidates, the improvement of information integrity reduces the depth of information searching when recruiters complete the recruitment decision task. And it significantly shortens the time for those with low need for cognitive closure to finish the task. This study focuses on the research of recruitment decision-making process. At present, the impacts of information integrity and the need of cognitive closure on the recruitment process have not yet been fully explored. In addition, it is not clear whether the amount of candidates in actual situations has an impact on recruitment decisions. Our findings fill the gaps in this field and open up a new path for future researchers.

Key words: recruitment decision-making, NFCC, information integrity, the amount of candidates

摘要： 结合问卷和信息板技术，探讨了信息完整性和应聘者数量对不同认知闭合需要个体招聘决策过程发挥的潜在影响。结果显示：（1）高认知闭合需要招聘者平均决策时间更短，探索深度更浅，信息了解的更少；（2）信息完整条件下，招聘者平均决策时间更短，探索深度更浅；信息不完整条件下，低认知闭合需要招聘者的平均搜索时间增幅较大；（3）随着应聘者人数的增加，招聘者平均决策时间变长，低认知闭合需要招聘者平均搜索时间增幅较大，且两者探索模式都趋于属性加工。这意味着信息完整性与应聘者数量对不同认知闭合需要招聘者的决策影响不同，应注意培训招聘者的决策能力，提高员工招聘质量。

关键词: 招聘决策, 认知闭合需要, 信息完整性, 应聘者数量