{"id":161,"date":"2026-07-18T22:48:31","date_gmt":"2026-07-19T05:48:31","guid":{"rendered":"https:\/\/wliu.com\/?page_id=161"},"modified":"2026-07-18T22:48:31","modified_gmt":"2026-07-19T05:48:31","slug":"oxford-chapter","status":"publish","type":"page","link":"https:\/\/wliu.com\/en\/research\/oxford-chapter\/","title":{"rendered":"Oxford Chapter"},"content":{"rendered":"
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Oxford University Press \u00b7 Book chapter \u00b7 2026<\/p>\n

Applicant Reactions to Testing and Selection<\/h1>\n

Thirty-five years of research on how applicants experience assessment\u2014and what changes when technology and artificial intelligence enter the process.<\/p>\n

Stephen W. Gilliland \u00b7 Wei (William) Liu \u00b7 Dirk D. Steiner<\/strong><\/p>\n

Read at Oxford Academic \u2197<\/a><\/header>\n

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Gilliland, S. W., Liu, W., & Steiner, D. D. (2026). \u201cApplicant Reactions to Testing and Selection.\u201d In N. Schmitt & A. M. Ryan (Eds.), The Oxford Handbook of Personnel Assessment and Selection<\/em> (2nd ed., Ch. 29). Oxford University Press.<\/p>\n

DOI: 10.1093\/9780197809013.003.0029<\/a><\/section>\n

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Chapter overview<\/p>\n

A field moves from selection fairness to a broader applicant perspective.<\/h2>\n

The chapter reviews how applicant-reactions research developed into a theoretically grounded and productive field. Organizational justice remains a major foundation, alongside research on test motivation, social psychology, technology, and applicant self-perceptions.<\/p>\n

Across demographic groups and cultures, applicants tend to respond most favorably to work samples and interviews. They respond less favorably when selection removes personal contact, as in many asynchronous video and automated processes.<\/p>\n<\/section>\n

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AI and selection<\/p>\n

Consistency is valued. Impersonality is not.<\/h2>\n

Reactions to AI-enabled selection are mixed. Applicants may appreciate consistency and efficiency while worrying about privacy, opacity, loss of individual attention, and whether an automated system can recognize their full capabilities.<\/p>\n

This tension directly informs William\u2019s continuing research on trust, organizational identification, and human\u2013AI selection systems.<\/p>\n<\/section>\n

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William\u2019s contribution<\/p>\n

Connecting the established field to its next questions.<\/h2>\n

As a co-author, William contributed to the updated synthesis of applicant-reactions scholarship and its future direction. The chapter\u2019s discussion of AI, personal contact, justice, and applicant outcomes provides the broader scholarly context for his master\u2019s thesis and doctoral research agenda.<\/p>\n<\/section>\n

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Keywords<\/p>\n

Applicant reactions<\/span>Test fairness<\/span>Organizational justice<\/span>Post-hire behavior<\/span>Artificial intelligence<\/span>Selection technology<\/span><\/div>\n<\/section>\n<\/div>\n
Copyright notice<\/strong><\/p>\n

The chapter is published by Oxford University Press. This page provides citation details and a research overview; the full copyrighted text is available through the publisher.<\/p>\n<\/section>\n<\/article>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

Oxford University Press \u00b7 Book chapter \u00b7 2026 Applicant Reactions to Testing and Selection Thirty-five years of research on how applicants experience assessment\u2014and what changes when technology and artificial intelligence enter the process. Stephen W. Gilliland \u00b7 Wei (William) Liu \u00b7 Dirk D. Steiner Read at Oxford Academic \u2197 Gilliland, S. W., Liu, W., & […]<\/p>\n","protected":false},"author":7681674,"featured_media":0,"parent":146,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"content-type":"","advanced_seo_description":"","jetpack_seo_html_title":"","jetpack_seo_noindex":false,"jetpack_seo_schema_type":"","_wpcom_ai_launchpad_about_page":false,"_wpcom_ai_launchpad_gallery_page":false,"_wpcom_ai_launchpad_contact_page":false,"_wpcom_ai_launchpad_events_page":false,"_wpcom_ai_launchpad_video_page":false,"_wpcom_ai_launchpad_portfolio_piece":false,"footnotes":""},"class_list":["post-161","page","type-page","status-publish","hentry"],"jetpack_likes_enabled":true,"jetpack_sharing_enabled":true,"jetpack_shortlink":"https:\/\/wp.me\/PgYf2o-2B","jetpack-related-posts":[{"id":151,"url":"https:\/\/wliu.com\/en\/research\/publications\/","url_meta":{"origin":161,"position":0},"title":"Publications","author":"William Liu","date":"July 17, 2026","format":false,"excerpt":"Selected PublicationsGilliland, Stephen W., Wei (William) Liu, and Dirk D. Steiner. \u201cApplicant Reactions to Testing and Selection.\u201d In The Oxford Handbook of Personnel Assessment and Selection, Second Edition.View the publication DOI","rel":"","context":"Similar post","block_context":{"text":"Similar post","link":""},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":200,"url":"https:\/\/wliu.com\/en\/research\/library\/","url_meta":{"origin":161,"position":1},"title":"Research Library","author":"William Liu","date":"July 18, 2026","format":false,"excerpt":"Wei (William) Liu \u00b7 Research LibraryHow does AI-enabled selection shape applicant trust and organizational identification?Research on applicant reactions, organizational justice, trust, and organizational identification across selection, employment, alumni relationships, and reemployment.Explore the thesisAbout William \u2197Guiding question\u201cWhat makes an applicant begin to define the self in terms of an organization\u2014even before\u2026","rel":"","context":"Similar post","block_context":{"text":"Similar post","link":""},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":156,"url":"https:\/\/wliu.com\/en\/research\/thesis\/","url_meta":{"origin":161,"position":2},"title":"Organizational Identification: Key to Applicant Recommendation Intentions","author":"William Liu","date":"July 18, 2026","format":false,"excerpt":"The thesis explores how respectful treatment during the selection process impacts organizational identification and recommendation intentions among applicants. It emphasizes that interpersonal treatment significantly predicts organizational identification, which in turn influences applicants\u2019 willingness to recommend the organization. The research highlights the importance of applicant dignity and trust, especially with AI\u2026","rel":"","context":"Similar post","block_context":{"text":"Similar post","link":""},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":162,"url":"https:\/\/wliu.com\/en\/research\/references\/","url_meta":{"origin":161,"position":3},"title":"References","author":"William Liu","date":"July 18, 2026","format":false,"excerpt":"Complete thesis bibliographyReferences and source linksAll 51 distinct bibliography entries appearing in the thesis reference section, with DOI or source links where the submitted thesis provides them.51thesis reference entriesThe earlier web page contained a selected reading list. This page now mirrors the complete bibliography section of the thesis source. Entries\u2026","rel":"","context":"Similar post","block_context":{"text":"Similar post","link":""},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":160,"url":"https:\/\/wliu.com\/en\/research\/practical-implications\/","url_meta":{"origin":161,"position":4},"title":"Practical Implications","author":"William Liu","date":"July 18, 2026","format":false,"excerpt":"Practical implicationsTurn applicant treatment into trust, organizational identification, and advocacyEight evidence-informed actions for organizations designing human, AI-enabled, and hybrid selection systems.01Design selection around applicant dignityTreat respect, responsiveness, and communication quality as selection-design requirements. Valid tools and consistent procedures matter, but applicants also use interpersonal treatment to infer whether they would\u2026","rel":"","context":"Similar post","block_context":{"text":"Similar post","link":""},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":157,"url":"https:\/\/wliu.com\/en\/research\/research-areas\/","url_meta":{"origin":161,"position":5},"title":"Research Areas","author":"William Liu","date":"July 18, 2026","format":false,"excerpt":"Research foundationsFour research domains that explain applicant reactionsDefinitions, core dimensions, representative researchers, and linked foundational publications underlying William Liu\u2019s research.01Applicant reactionsHow do applicants perceive and respond to selection procedures?Applicant reactions are applicants\u2019 perceptions, attitudes, emotions, intentions, and behaviors arising from the selection process. The field examines how applicants experience interviews,\u2026","rel":"","context":"Similar post","block_context":{"text":"Similar post","link":""},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]}],"_links":{"self":[{"href":"https:\/\/wliu.com\/en\/wp-json\/wp\/v2\/pages\/161","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/wliu.com\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/wliu.com\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/wliu.com\/en\/wp-json\/wp\/v2\/users\/7681674"}],"replies":[{"embeddable":true,"href":"https:\/\/wliu.com\/en\/wp-json\/wp\/v2\/comments?post=161"}],"version-history":[{"count":1,"href":"https:\/\/wliu.com\/en\/wp-json\/wp\/v2\/pages\/161\/revisions"}],"predecessor-version":[{"id":188,"href":"https:\/\/wliu.com\/en\/wp-json\/wp\/v2\/pages\/161\/revisions\/188"}],"up":[{"embeddable":true,"href":"https:\/\/wliu.com\/en\/wp-json\/wp\/v2\/pages\/146"}],"wp:attachment":[{"href":"https:\/\/wliu.com\/en\/wp-json\/wp\/v2\/media?parent=161"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}