Cross‐cultural Examination of Applicant Reactions to Selection Methods: <scp>U</scp>nited <scp>S</scp>tates and <scp>V</scp>ietnam

Abstract

The current study explored the differences in applicant reactions to various selection methods in the U nited S tates and in V ietnam, an emerging economy that has been generally ignored in the selection and assessment literatures. College students ( n = 376) from the U nited S tates and V ietnam rated the favorability of 10 selection methods and indicated the bases for their reactions on eight process fairness dimensions. Results showed that interviews and work sample tests were perceived most favorably, while personal contacts and graphology were perceived least favorably in both countries. Face validity of the selection methods was found to be the strongest predictor of process favorability in both countries. In addition, the results indicated substantial differences between the two countries in terms of the perceived interpersonal warmth of selection methods and a perceived employer's right to obtain information using the selection methods. Implications of the findings for multinational corporations and future research directions are discussed.