ABSTRACT
Personality tests tend to exhibit negative applicant reactions (e.g., Rosse, Miller, & Stecher, 1994; Smither, Reilly, Millsap, Pearlman, & Stoffey, 1993; Steiner & Gilliland, 1996) and these reactions have been found to generalize across countries and contexts (Anderson, Salgado, & Hulsheger, 2010). This is problematic for a host of reasons. Applicant reactions toward personality tests may relate to test performance, withdrawal from the selection process, and the validity of the test (Chan, Schmitt, DeShon, Clause, & Delbridge, 1997; Rynes, 1993). To the extent these perceptions relate to test performance, such perceptions may affect selection decisions (Ployhart & Ryan, 1997; Ryan, Sacco, McFarland, & Kriska, 2000; Smither et al., 1993).
