Applicant Reactions to Selection Procedures: An Updated Model and Meta‐Analysis

An updated theoretical model of applicant reactions to selection procedures is proposed and tested using meta‐analysis. Results from 86 independent samples ( N = 48,750) indicated that applicants who hold positive perceptions about selection are more likely to view the organization favorably and report stronger intentions to accept job offers and recommend the employer to others. Applicant perceptions were positively correlated with actual and perceived performance on selection tools and with self‐perceptions. The average correlation between applicant perceptions and gender, age, and ethnic background was near zero. Face validity and perceived predictive validity were strong predictors of many applicant…