Applicant Perceptions of Selection Methods: Replicating and Extending Previous Research

ABSTRACT This paper presents research that both replicates and extends previous findings relating to applicant fairness perceptions of various selection methods. Using a working population ( N = 281), applicant perceptions of nine ‘traditional’ selection methods were explored, alongside eight ‘newer’ selection methods, including game‐based assessment, online interviews, and situational judgement tests. Findings showed that work sample tests, knowledge tests and interviews in person were rated most positively, whilst asynchronous video interviews, personal contacts and professional social media were rated least positively. Some differences were found based on whether participants had previous experience completing the selection method, the mode of delivery for the selection method, and the country in which the participant worked. In line with previous research, selection methods appeared more acceptable and fairer to applicants when they are job‐related, offer candidates the opportunity to demonstrate their skills and abilities and are based on sound scientific research. The results are discussed in terms of theoretical and practical implications and future research.