A PROCESS-ORIENTED INVESTIGATION OF RECRUITMENT SOURCE EFFECTIVENESS

Organizational recruitment programs are being recognized increasingly as a significant component of personnel staffing functions and of results such as performance levels and turnover rates. The source used to attract new employees is one aspect of recruitment believed to be especially important. A study was conducted to test 2 hypotheses explaining the causes of differences in recruitment source effectiveness. These 2 hypotheses are: 1. the realism of job information provided, and 2. the characteristics of individuals recruited. The subjects were 293 packaging plant employees. Information was obtained on recruitment sources, individual characteristics, performance, organizational tenure, and attendance. Results indicated that 7 recruitment sources used by the plant differed in effectiveness as measured by attendance. Strongest support was received for the hypothesis that recruitment sources differ because they reach individuals from different applicant populations.