A PROCESS‐ORIENTED INVESTIGATION OF RECRUITMENT SOURCE EFFECTIVENESS1
研究检验了两种解释招聘来源有效性差异的假设，发现不同招聘来源在员工出勤、绩效和任职时间上存在差异，且主要原因是它们吸引了不同特征的求职者。
Two hypotheses explaining the causes of differences in recruitment source effectiveness, the realism of job information provided and the characteristics of individuals recruited, were tested on a sample of packaging plant employees. Seven recruitment sources used by the plant were found to differ in effectiveness as measured by attendance, performance and tenure. The hypothesis that recruitment sources differ because they reach individuals from different applicant populations received strongest support. Implications of the findings for future research and for organizational recruitment programs are discussed.