Historically, personnel selection has investigated how to select the right candidate for the job to benefit the functioning of the organization. The needs of the organization – in terms of the human capital needed to fill a particular job opening – were the primary focus, with the predictive validity of selection procedures being paramount. Although some mention was made regarding concepts like ‘face validity', that is, the degree to which the selection process looks job-related to the applicant, the viewpoint of the applicant was rarely considered. Over time, greater attention was placed on personnel selection from the perspective of job applicants. More specifically, researchers began ...