Recruitment sources and posthire outcomes for job applicants and new hires: a test of two hypotheses
Article Abstract:
In this study, unlike most recruitment source research, we tested for and ruled out the contaminating effects of prescreening and self-selection bias by examining applicants and newhires for nursing positions (Rynes & Barber, 1990). Consistent with the predictions of Rees (1966) and Ullman (1966), recruitment sources reached differently qualified applicants in terms of nursing experience and education which, in turn, were valid predictors of subsequent nurse performance. In a similar manner, recruitment sources produced sharply different levels of prehire knowledge, which was inversely related to voluntary turnover after 1 year. However, contrary to both hypotheses, prehire knowledge, education, and experience did not mediate the relationship between recruitment sources and posthire outcomes. Recruitment sources with greater prehire knowledge did not always result in lower voluntary turnover. Likewise, despite recruitment sourcedifferences in nursing experience and education, recruitment sources were not related to nursing performance. Finally, the extent to which applicants use multiple recruitment sources was investigated, and the methodological problem that this creates for recruitment source research was discussed. (Reprinted by permission of the publisher.)
Publication Name: Journal of Applied Psychology
Subject: Social sciences
ISSN: 0021-9010
Year: 1993
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An investigation of sex discrimination in recruiters' evaluations of actual applicants
Article Abstract:
This study investigated whether sex discrimination existed in recruiters' evaluation of applicants in real employment interviews and, if so, whether other variables could explain it. The variables examined were the perceived similarity of the applicant to the recruiter, the interpersonal attraction felt by the recruiter toward the applicant, and the applicant's objectively measured and subjectively measured qualifications. Applicant sex did not directly or indirectly affect recruiters' evaluations of applicants in campus interviews, providing no evidence of sex discrimination. Instead, subjective qualifications had a significant effect on evaluations and also mediated the effects of perceived similarity, interpersonal attraction, and objective qualifications on evaluations. Recruiters saw stronger subjective qualifications in applicants with high scholastic performance whom they viewed as similar to themselves and whom they liked. Perceptions of these qualifications, in turn, were the primary determinant of evaluations. (Reprinted by permission of the publisher.)
Publication Name: Journal of Applied Psychology
Subject: Social sciences
ISSN: 0021-9010
Year: 1988
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"Sweet Smell of Success": The Impact of Pleasant Artificial Scents on Evaluations of Job Applicants
Article Abstract:
In this study, both men and women interviewed men and women interviewees for beginning management spots. Normally, applicants were privy to the researchers' activity, which involved various levels of application and non-application of well-known perfume scents. After the interview, applicants were judged as to various job- oriented dimensions. Findings show that the subject's gender and scent presence or absence did affect applicants' judgements. Men gave lower assessment of those wearing scent, women gave higher assessments to scent-wearers. Implications for males' reduced ability to ignore immaterial job factors are highlighted. The multivariant analysis of variance used in this research considered four items.
Publication Name: Journal of Applied Psychology
Subject: Social sciences
ISSN: 0021-9010
Year: 1983
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