Perceived Fairness of Web-based Applicant Screening Procedures: Weighing the Rules of Justice and the Role of Individual Differences

Researchers have increasingly recognized the importance of applicant perceptions during the selection process and have investigated fairness perceptions related to applicant selection systems in particular (e.g., Ryan & Ployhart, 2000; Rynes, 1993; Steiner & Gilliland, 1996). Applicant screening is the first stage of a selection process, and applicant screening systems refer to procedures organizations use to reduce applicant pools prior to contacting individuals for further employment consideration. In particular, such systems typically involve evaluating applications or résumés and deciding whether applicants will be invited to continue in the selection process. Because the screening process determines which applicants will continue in the selection process, it is natural that applicants are concerned about the fairness of the procedures used. Given this concern, and given the fact that most selection-fairness research has focused on stages of the selection process that occur after an initial screening procedure (e.g., interviews, ability tests; Steiner & Gilliland, 1996), it is necessary to investigate perceived fairness PERCEIVED FAIRNESS OF WEB-BASED APPLICANT SCREENING PROCEDURES: WEIGHING THE RULES OF JUSTICE AND THE ROLE OF INDIVIDUAL DIFFERENCES