The procedural and interpersonal justice of automated application and resume screening

Abstract

Abstract Research on organizational justice theory has yet to fully explore how automated application and resume screening procedures affect justice perceptions. In a 2 × 3 experimental design, MTurk workers ( N = 360) were randomly assigned to read one of six vignettes describing a job application scenario of either a traditionally administered or algorithmically administered screening procedure with an outcome favorability of acceptance, rejection, or unknown. They then rated procedural and interpersonal justice across eight dimensions. A MANOVA and follow‐up univariate ANOVAs indicated that automated screening was rated lower on job relatedness‐predictive, job relatedness‐content, opportunity to perform, reconsideration opportunity, treatment, two‐way communication, and propriety of questions, and higher on consistency. The interaction between screening procedure and outcome favorability showed mixed results.

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