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Despite years of research examining the types of job and organizational attributes (e.g. pay, fit) that influence applicants' perceptions of organizational attractiveness, almost no research has examined how and why the weighting placed on these attributes may change across the stages of a recruitment and selection process. Using a longitudinal policy-capturing methodology, doctoral applicants to a psychology graduate programme were surveyed at three points in time. Results revealed the weighting of fit and funding (pay) attributes increased over time, and there were individual differences in attribute weighting over time. Individual differences in applicant marketability partially explained these changes.