On the basis of Gilliland's (1993) model of selection system fairness, the present study investigated the relationships between selection procedures, perceived selection system fairness, and job search decisions in both hypothetical and actual organizations. We conducted two studies to test the model. In Study 1, we used an experimental method to examine job seekers' perceptions of, and reactions to, five widely used selection procedures. Results suggested that applicants viewed employment interviews and cognitive ability tests as more job related than biographical inventories (biodata), personality tests, and drug tests, and that job relatedness significantly affected fairness perceptions, which in turn affected job search decisions. Study 2 examined the hypothesized relationships between the selection systems and job seekers' pursuit of actual, relevant organizations. Results from both studies offer support for the hypothesized model, suggesting that selection tests have differential effects on perceived selection system validity and fairness, which affect subsequent job search decisions.