Improving applicants' reactions to rejection letters: An application of fairness theory

Explanations in the context of employment rejection letters were studied fr om the perspective of fairness theory (Folger & Cropanzano, 1998). In 2 sce nario-based studies and I field experiment, Would Reducing explanations (i. e., explanations detailing qualifications of the individual who received th e job), Should Reducing explanations (i.e., explanations of the appropriate ness of the selection process), and Could Reducing explanations (i.e., expl anations of external conditions that led to a hiring freeze) were systemati cally manipulated in communicating negative hiring decisions. Applicants' p erceptions of fairness, recommendation intentions, and reapplication behavi or were assessed. Results demonstrate strong support for the effectiveness of Would and Could Reducing explanations at reducing perceptions of unfairn ess and increasing recommendation intentions. In addition, applicants who r eceived the Could Reducing explanation were more than twice as likely to re apply for a future position with the organization than those who received a standard rejection letter. A 3-way interaction among the 3 explanations su ggests that 2 explanations may need to be combined in a rejection letter to generate the most positive effects. Findings are discussed from the perspe ctive of fairness theory and practical implications are identified.