Over the last 30 years, the field of applicant reactions has grown. Early on, Steiner and Gilliland (1996) established a "hierarchy" of preferred selection procedures among job applicants. Later meta-analytic reviews (e.g., Anderson et al., 2010: Hausknecht et al., 2004) confirmed this hierarchy, with more face-valid methods (e.g., work samples) being preferred over others (e.g., honesty tests.) These applicant preferences have been further shown to be relatively consistent across cultures. However, the types of assessments used have profoundly changed over the last 30 years, including methods such as gamified assessments, asynchronous video interviews, and the use of artificial intelligence. The current study will replicate the methodological approach of the original studies to include current selection procedures, assessing them using established applicant reaction outcomes of procedural and distributive fairness and organizational attractiveness.