An experimental test of the influence of selection procedures on fairness perceptions,attitudes about the organization,and job pursuit intentions

College juniors and seniors (N=184) reviewed a 12-page college recruiting brochure containing information about a large, high-technology corporation. Six versions of the brochure created a 2×3 experimental design in which the compensation and selection practices of the company were manipulated. Compensation and benefit packages were described as being either above or comparable to the industry average. The selection procedure was described as either a biodata inventory, an abstract cognitive test, or an in-basket simulation. We hypothesized that selection procedures would have an indirect, rather than direct, effect on attitudes about the organization and job pursuit intentions. LISREL analyses found good fits for the measurement model (RNI=.97) and the structural model (RNI=.95). All hypothesized paths were significant (p<.05) except for the path between compensation and attitudes about the organization. It is suggested that different selection procedures with comparable levels of validity may have different effects on candidates' attitudes about employers.