We conducted two studies on the perceived invasiveness of 12 personnel selection procedures. In Study 1, indirect scaling methods were used to examine the degree to which 84 employed adults in the United States perceived such procedures to be invasive of privacy. Results showed the application blank was the least invasive of privacy and the lie detector was the most invasive of privacy. In Study 2, data from 149 (mostly employed) adults in the Northeast were used to assess relationships between invasiveness and several hypothesized antecedents. Correlation analyses showed that invasiveness was predicted by several factors (e.g., the extent to which the procedures erroneously discredited job applicants). Implications for personnel selection practices in work organizations are considered.