Applicant Reactions to Testing and Selection

Stephen W Gilliland, Dirk D. Steiner

Research output: Chapter in Book/Report/Conference proceedingChapter

19 Scopus citations

Abstract

Applicant reactions to selection and assessment have developed into a theoretically grounded and productive body of research over the past 20 years. Organizational justice theories provide a valuable foundation for much of this research, but important models have also been developed from test motivation and social psychological perspectives. Research indicates that applicant reactions are strongly related to prehire attitudes and applicant self-perceptions, but not related to most behaviors. Research has also demonstrated substantial consistency in applicant reactions across gender, race, and cultures. Generally, applicants react most favorably toward work sample tests and interviews, negatively toward graphology and honesty tests, and moderately toward cognitive ability tests, biodata, and personality inventories. We conclude by highlighting a number of areas for future research, suggesting that with broader perspectives applicant reactions research can continue to be as productive as it has been in the past.

Original languageEnglish (US)
Title of host publicationThe Oxford Handbook of Personnel Assessment and Selection
PublisherOxford University Press
ISBN (Print)9780199940745, 9780199732579
DOIs
StatePublished - Nov 21 2012

Keywords

  • Applicant reactions
  • Organizational justice
  • Test fairness

ASJC Scopus subject areas

  • Psychology(all)

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