Negative psychological effects of selection methods: Construct formulation and an empirical investigation into an assessment center

This paper defines and formulates the construct of negative psychological effects (NPEs) of selection and assessment methods upon applicants. The results of an empirical study into NPEs in an operational assessment center are also reported. Applicants (n=107) completed measures at three timepoints: Time 1 (just before the AC), Time 2 (immediately after the AC but before outcome decisions were known), and Time 3 (6 months after the AC). Both accepted and rejected candidates completed all three measures, which included self-esteem, mental health, positive and negative affect, and career exploration behavior. No evidence of NPEs was found for rejected candidates despite significant between-group differences on feedback reactions level items. Interestingly, well-being and positive affect declined slightly for successful candidates at subsequent measurement compared against baseline Time 1 norms. Reactions level outcomes did, however, differ significantly between accepted and rejected candidates, with the latter rating feedback dimensions far less favorably. These results are discussed in relation to future research into the psychological impact of selection procedures upon candidates and the need for applied psychologists and HR practitioners to demonstrate that assessment methods do not exhibit NPEs upon applicants.