The purpose of this study was to increase our understanding of applicant perceptions of feedback by drawing upon feedback process models. In Study 1, participants ( N =125) completed a personality questionnaire as a first stage of a selection simulation. Results showed that the effect of feedback on attitudes toward the organization was mediated by feedback acceptance. In Study 2, participants ( N =252) completed two parallel versions of an in‐basket exercise and received informative feedback between the two versions. Results showed that the effect of feedback on subsequent test performance was partially mediated by feedback acceptance. Together, these results highlight the important role of feedback acceptance in selection and suggest new strategies to enhance applicant perceptions in selection.
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Anseel et al. (2009) studied this question.
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