Applicant reactions to multiple selection procedures for the police force

This field study of applicants seeking to join the police force used Gilliland's (1993) adaptation of organisational justice theory to frame the study. The study sought to examine (a) applicant perceptions of three selection procedures: physical agility tests, psychological tests, and interviews; (b) whether females and males had different perceptions of physical agility tests; and (c) if reactions to the aforementioned selection procedures had a significant influence on organisational attractiveness, job acceptance intentions, and fairness perceptions. Applicants were surveyed at three time points: pre-selection (Time 1); after psychological testing, physical agility testing, and interview (Time 2); and after the completion of selection procedures (Time 3). The findings showed applicants reacted most positively to interviews and physical agility tests and less favorably to psychological tests. Compared to males, females were less likely to perceive physical agility tests as job related. Applicant reactions to psychological tests and interviews were mostly unrelated to attraction-intentions and fairness perceptions. Reactions to physical agility tests influenced desire to join the police force; gender did not influence intention to join the police force. Perceptions of selection outcome fairness were mostly influenced by initial beliefs about the use of psychological tests and interviews for selection purposes. Practical and future research applications of the findings are discussed.