Applicant Reactions to Testing and Selection

Abstract

Applicant reactions to selection and assessment have developed into a theoretically grounded and consistently productive body of research over the past 35 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 pre-hire attitudes and applicant self-perceptions and are weakly related to a variety of pre- and post-hire 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 asynchronous video interviews and personal contact, and moderately toward cognitive ability and personality tests. Reactions to artificial intelligence in hiring are mixed, with applicants appreciating the consistency but reacting negatively to lack of individual attention and potential invasion of privacy. The chapter concludes by highlighting areas for future research, suggesting that with a broader perspective, applicant reactions research can continue to be as productive and informative.