This article presents results from two samples of applicants (total N = 368) for general practitioner posts in the United Kingdom. The roles of job relatedness and self‐efficacy in fairness perceptions were explored, with data gathered at two time points: immediately after testing and one month later following outcome (pass/fail) feedback. Overall, results indicated that in two samples, job relatedness perceptions measured at the time of testing predicted fairness perceptions measured following outcome feedback. In addition, the stage in the selection process (shortlisting vs. assessment center) was important in determining the extent to which job relatedness perceptions predicted fairness. Findings also suggest that self‐efficacy may be a predictor, rather than an outcome variable, in applicant fairness perceptions in this high‐stakes setting. Results are discussed in relation to their practical and theoretical implications.