10.2190/9YW7-F1J8-FE4L-AHKR 9YW7F1J8FE4LAHKR 215 PERSONNEL SELECTION: SITUATIONAL TEST OR EMPLOYMENT INTERVIEW? THE VALIDITY VERSUS JUSTICE DILEMMA 215 232 20040216 20040216 20040216 20040216 9YW7F1J8FE4LAHKR.pdf http://baywood.metapress.com/link.asp?target=contribution&id=9YW7F1J8FE4LAHKR 3 HERMAN STEENSMA COBY DORELEIJERS Leiden University, The Netherlands Management Consultant, Waalre, The Netherlands This article compares the reactions of employment applicants to two different tools commonly used in screening applicants for positions: the employment interview and the work sample/situational test. The study was done in a real job setting. Over 150 applicants for a position as a campsite manager and/or instructor were interviewed for that position and participated in an assessment center. Before any decisions on the hiring decisions were announced, the applicants filled out questionnaires measuring their perception of the fairness of these selection methods and their satisfaction with them. This article reports the results of the subsequent analysis of these responses. The results supported hypotheses derived from procedural justice theories. Applicants were more satisfied with employment interviews, and employment interviews scored higher on perceived fairness, voice, control, trust, and clarity of information.