Perceived fairness in personnel selection: Determinants and outcomes in different stages of the assessment procedure

This study addresses the determinants and outcomes of fairness perceptions in a real assessment procedure as performed by a selection agency. Fairness perceptions were investigated at three points in time: before the assessment, right after the assessment but before assessment feedback, and after assessment feedback. Using structural equation modeling, we tested how fairness perceptions develop throughout the assessment procedure. Applicants' openness to experiences affected their test beliefs before the actual test-taking. These beliefs remained powerful in the subsequent stages of the assessment procedure in that they influenced applicants' perceptions of performance, feedback and fairness. In the context of selection by an external selection agency, post-feedback fairness perceptions were not related to job attractiveness. Perceived feedback treatment and feedback content directly affected job attractiveness.