Applicant/Test-Taker Reactions

The term applicant reactions is used to refer to an applicant's affect, attitudes, and cognitions toward a selection process. Applicant reaction models suggest that reactions are very complex and involve perceptions of multiple aspects of specific tests and the testing process in general. Stephen Gilliland was one of the first researchers to put forth a theoretical model of applicant reactions, and this model has guided much of this research over the past decade. Gilliland's model is based on theories of organizational justice. Organizational justice is concerned with the fairness of the distribution of organizational outcomes (outcome fairness) and the fairness of procedures used to distribute these outcomes (procedural justice). Gilliland adapted the basic principles of organizational justice to provide a comprehensive model of how applicants perceive and react to selection procedures. This model has received considerable support.

Glliland's model suggests that selection systems and tests are viewed favorably by applicants [Page 26](i.e., are considered fair) to the extent they comply with or violate procedural and distributive justice rules. These procedural and distributive justice rules are standards that applicants hold for how they expect to be treated and how selection procedures should be administered and used. These justice rules determine perceptions of process and outcome fairness, such that when the rules are satisfied, the selection process and outcome are perceived as fair, but when they are violated, the selection process and outcome are perceived as unfair. As will be discussed, applicant perceptions of the fairness of a selection process can influence a number of important individual and organizational outcomes. It should be noted that according to Gilliland's model, justice rules would not directly relate to applicant intentions or behavior, but would do so indirectly through process fairness perceptions. For example, perceived job relatedness is an example of a procedural justice rule. Perceived job relatedness refers to the extent to which the applicant perceives that the content of a test reflects the content of the job (e.g., the knowledge, skills, and abilities required by the job). Perceived job relatedness has been recognized as the most important procedural justice rule because it consistently influences fairness perceptions and, through fairness perceptions, test performance.

Over the years, several researchers have modified and expanded Gilliland's original applicant reactions model to include a number of additional antecedents and moderator variables. For example, Ann-Marie Ryan and Robert Ployhart revised the Gilliland model and included an applicant's affective and cognitive states during the selection processes, as well as general perceptions about testing and selection, as important in understanding antecedents and consequences of applicant reactions.