In contrast to the vast majority of justice literature that controls for applicant gender, the present study investigated the role of applicant gender in relation to applicant procedural and distributive justice perceptions after being informed of an organization's reject/accept decision. A sample of 503 students completed a selection test, believing the results would be used to make initial selection decisions for an organization recruiting from a university. Two weeks later, participants were given selection decisions (randomly assigned), and procedural and distributive justice perceptions were assessed. Hierarchical regression analyses indicated gender moderated the relationship between selection decision favorability and organizational justice perceptions. As hypothesized, in comparison with rejected males, rejected female applicants reacted most negatively to both forms of justice. On the other hand, selected female applicants had a more positive reaction than selected male applicants to both procedural and distributive justice. Potential implications for these and other findings are discussed.