Fairness from the Applicant's Perspective: Reactions to Employee Selection Procedures

Stephen W Gilliland

Research output: Contribution to journalArticlepeer-review

67 Scopus citations


Applicants' reactions to selection procedures were examined in terms of the satisfaction and/or violation of 10 procedural justice rules. Critical incidents (n= 237) of fair and unfair treatment during selection were collected from 31 individuals who had recently experienced job search and hiring processes. Incidents were categorized into 10 procedural justice rules and the distribution of these incidents was examined for different hiring outcomes and different selection procedures. Dominant procedural concerns reflected selection procedure job relatedness and interpersonal treatment applicants received. Accepted applicants were primarily concerned about consistency of treatment, while rejected applicants were more concerned with timely feedback and blatant bias. Ease of faking was the primary procedural concern of applicants taking honesty and personality tests, while job relatedness was the primary concern with ability and work sample tests. Research issues were discussed and a number of practical suggestions were offered in terms of minimizing applicants' negative reactions to the selection process.

Original languageEnglish (US)
Pages (from-to)11-18
Number of pages8
JournalInternational Journal of Selection and Assessment
Issue number1
StatePublished - Jan 1995

ASJC Scopus subject areas

  • General Business, Management and Accounting
  • Applied Psychology
  • General Psychology
  • Strategy and Management
  • Management of Technology and Innovation


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