ABSTRACT
The use of situational judgment tests (SJTs) has grown since the 1980s. This growth is partly a result of interest in selection methods that appear more job-related and are less likely to draw litigation than more abstract methods such as cognitive-ability tests. It is not surprising that during this same time, there has been increased interest in how applicants perceive the selection process because such perceptions are theorized to relate to important outcomes such as attraction to the organization and reduced litigation (e.g., Gilliland, 1993). In other words, interest in SJTs and applicant perceptions have largely stemmed from the same interest in improving the selection process from the applicant's perspective.
