The present study examined the desirability of job applicants perceived as "hard-to-get." Predictions were derived from Brehm's energization model that asserts that incentive appraisals vary as a direct function of the difficulty of incentive attainment. One hundred and twenty-two undergraduate students simulating the role of selection specialists rated their perceptions of a potential applicant for the position of counselor. The hypothesis that "hard-to-get" applicants would be perceived in a more positive light than "easy-to-get" applicants was confirmed on certain "competency" variables. Implications for applicants and suggestions for future research are discussed.