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This study examined the fairness reactions to 10 personnel selection methods in a sample of Italian students. University students ( N=137) were asked to rate the favorability of these selection procedures and then to evaluate them on eight procedural justice dimensions. Work-sample tests were the most favorably rated of the selection methods, followed by résumés, written ability tests, interviews and personal references. Graphology was perceived negatively. Opportunity to perform and the perceived face validity of selection procedures were the strongest procedural justice dimensions for predicting the process favorability ratings. The results of this study are compared with those from similar studies conducted in other countries. Similar results have been found in the various countries where such research has been conducted to date. [ABSTRACT FROM AUTHOR]

The purpose of this paper is to examine the usefulness of the organizational justice approach to applicant reactions. We begin with an overview of the research relating the fairness of selection procedures (“selection fairness”) to individual and organizational outcomes. Next we propose boundary conditions defining when fairness should matter, the appropriate outcomes to examine in applicant reactions research, and methodological issues limiting the contribution of much of the current literature. We then consider a range of questions that remain to be addressed and new issues such as high-tech testing. Finally, we propose a series of applied questions and recommendations based on both theory and empirical research. [ABSTRACT FROM AUTHOR]