Perceived Fairness of a Background Information Form and a Job Knowledge Test

Abstract

Applicants for the jobs of engineering aide and plumber with a large public employer were asked to provide their assessments of the perceived fairness of two different HR selection devices—a background information form and a written job knowledge test. Significant differences were found in the applicants' perceptions of the fairness of the two selection devices. In addition, the differences found depended on the classification of the job for which individuals were applying. Specifically, engineering aide applicants saw the background information inventory as more just, while plumber applicants preferred the written exam. Implications of the results for HR selection are discussed.