The goal of the current study is to examine the influence of fairness perceptions on the immigrant in Amsterdam applicant reactions to the employment interview. For that purpose, a survey was conducted among working foreigners. Based on the collected data-set, the effects of procedural fairness, distributive fairness and some of procedural fairness’ dimensions (interpersonal treatment, predictive validity and face validity) on applicant attitudes and behaviours towards the organization (organizational attractiveness and recommendation intentions) were investigated. Moreover, it was hypothesized that the gender of the candidates would act as a moderator between fairness perceptions and applicant attitudes towards the organization. The last section of the paper provides a discussion based on the findings and also includes practical implications.